Integrity and impartiality

Integrity and impartiality
Principle 1 Integrity and impartiality QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Core message content and discussion: Code of Conduct Principles - Integrity and Impartiality Slide Set 2: Code of Conduct - Principle 1: Integrity and impartiality Integrity and impartiality - Principle Integrity & impartiality – Principle 1 Integrity & impartiality – why this is a public sector ethics principle Integrity & impartiality – exploring their meaning Integrity – exploring its meaning Impartiality – exploring its meaning Integrity & impartiality - supporting values Integrity and impartiality - Values 7. Integrity & impartiality – value a – exploring its meaning 8. Integrity & impartiality – value b – exploring its meaning 9. Integrity & impartiality – value c – exploring its meaning 10. Integrity & impartiality – value d – exploring its meaning 11. Integrity & impartiality – value e – exploring its meaning Integrity and impartiality – Standard of Conduct 1.1 12. Standard of Conduct 1.1 – highest ethical standards 13. Standard of Conduct 1.1 – reporting suspected wrongdoing 14. Standard of Conduct 1.1 – insert agency examples/ procedures Integrity and impartiality – Standard of Conduct 1.2 15. Standard of Conduct 1.2 – conflicts of interest 16. Standard of Conduct 1.2 – types of conflicts – actual, potential and perceived 17. Standard of Conduct 1.2 – the types of matters that might create a conflict of interest 18. Standard of Conduct 1.2 – types of interests 19. Standard of Conduct 1.2 – disclosing and managing conflicts of interests 20. Standard of Conduct 1.2 – insert agency examples/ procedures Integrity and impartiality – Standard of Conduct 1.3 21. Standard of Conduct 1.3 – providing public comment in an official capacity 22. Standard of Conduct 1.3 – providing public comment as a private citizen 23. Standard of Conduct 1.3 – insert agency examples/ procedures Integrity and impartiality – Standard of Conduct 1.4 24. Standard of Conduct 1.4 – rights as a private citizen 25. Standard of Conduct 1.4 – insert agency examples/ procedures Integrity and impartiality – Standard of Conduct 1.5 26. Standard of Conduct 1.5 – conduct towards others 27. Standard of Conduct 1.5 – conduct towards others 28. Standard of Conduct 1.5 – fitness for duty 29. Standard of Conduct 1.5 – appropriate conduct 30. Standard of Conduct 1.5 – insert agency examples/ procedures

Queensland Public Service Code of Conduct
QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Explore the ethics principle integrity and impartiality and its values in more detail. Information from the document ‘What do the Queensland Public Sector Ethics Principles Mean?’ may be a useful starting point for discussion, and is the basis for the wording in the related power point slides. Relate the principle and values to agency values and, where appropriate, professional ethics and values, with a focus on how these all contribute to achieving positive outcomes for the people of Queensland. Core message content and discussion: Code of Conduct Principles - Integrity and Impartiality Source: Queensland Public Sector Ethics Act and incorporated in the Code of Conduct for the Queensland Public Service Integrity and impartiality In recognition that public office involves a public trust, public service agencies, public sector entities and public officials seek to promote public confidence in the integrity of the public sector and— (a) are committed to the highest ethical standards; and (b) accept and value their duty to provide advice which is objective, independent, apolitical and impartial; and (c) show respect towards all persons, including employees, clients and the general public; and (d) acknowledge the primacy of the public interest and undertake that any conflict of interest issue will be resolved or appropriately managed in favour of the public interest; and (e) are committed to honest, fair and respectful engagement with the community. Integrity and impartiality because public office involves a public trust we seek to promote public confidence in the integrity of the public service

Truthfulness Fairness Honesty Not prejudiced Unbiased Just QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Explore the ethics principle integrity and impartiality and its values in more detail. Information from the document ‘What do the Queensland Public Sector Ethics Principles Mean?’ may be a useful starting point for discussion, and is the basis for the wording in the related power point slides. Relate the principle and values to agency values and, where appropriate, professional ethics and values, with a focus on how these all contribute to achieving positive outcomes for the people of Queensland. Core message content and discussion: Code of Conduct Principles - Integrity and Impartiality Source: What do the Queensland Public Sector Ethics mean? Behaving with integrity helps maintain and build public confidence in the public service. To uphold integrity: we must be truthful, fair and honest in every dealing with members of the public, with each other and with agencies and public agencies must deal openly, truthfully, fairly and honestly with their employees, other public entities and the public. Integrity in public administration promotes coherent and consistent outcomes for the community. To uphold integrity in public administration: our actions and decisions should be consistent with government policy and procedures public servants should operate with openness, accountability and transparency public agencies should work together to ensure that policy and procedure work as harmoniously as possible. Being impartial is essential for us to professionally perform our duties so that the public can be confident that the public service operates appropriately. Being impartial means: we are not influenced by improper considerations we do not accept inducements or gifts and benefits. Accepting gifts and benefits can create an appearance of bias if it seems that the gift is a reward for a past favour or to seek a future one we make certain that our decisions and actions are based on sound evidence that establishes reasonable grounds for the decision or action and we give objective, independent, apolitical advice at all times.

Integrity to maintain and build public confidence
Truthfulness, fairness and honesty in every dealing to promote consistent outcomes actions and decisions consistent with government policy work to achieve harmonious policy and services QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Explore the ethics principle integrity and impartiality and its values in more detail. Information from the document ‘What do the Queensland Public Sector Ethics Principles Mean?’ may be a useful starting point for discussion, and is the basis for the wording in the related power point slides. Relate the principle and values to agency values and, where appropriate, professional ethics and values, with a focus on how these all contribute to achieving positive outcomes for the people of Queensland. Core message content and discussion: Code of Conduct Principles - Integrity and Impartiality Source: What do the Queensland Public Sector Ethics mean? Behaving with integrity helps maintain and build public confidence in the public service. To uphold integrity: we must be truthful, fair and honest in every dealing with members of the public, with each other and with agencies and public agencies must deal openly, truthfully, fairly and honestly with their employees, other public entities and the public. Integrity in public administration promotes coherent and consistent outcomes for the community. To uphold integrity in public administration: our actions and decisions should be consistent with government policy and procedures public servants should operate with openness, accountability and transparency public agencies should work together to ensure that policy and procedure work as harmoniously as possible. Being impartial is essential for us to professionally perform our duties so that the public can be confident that the public service operates appropriately. Being impartial means: we are not influenced by improper considerations we do not accept inducements or gifts and benefits. Accepting gifts and benefits can create an appearance of bias if it seems that the gift is a reward for a past favour or to seek a future one we make certain that our decisions and actions are based on sound evidence that establishes reasonable grounds for the decision or action and we give objective, independent, apolitical advice at all times.

Impartiality to maintain and build public confidence
we are not improperly influenced we only accept gifts and benefits in accordance with policy our decisions and actions are based on evidence we give objective, independent, apolitical advice QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Explore the ethics principle integrity and impartiality and its values in more detail. Information from the document ‘What do the Queensland Public Sector Ethics Principles Mean?’ may be a useful starting point for discussion, and is the basis for the wording in the related power point slides. Relate the principle and values to agency values and, where appropriate, professional ethics and values, with a focus on how these all contribute to achieving positive outcomes for the people of Queensland. Core message content and discussion: Code of Conduct Principles - Integrity and Impartiality Source: What do the Queensland Public Sector Ethics mean? Behaving with integrity helps maintain and build public confidence in the public service. To uphold integrity: we must be truthful, fair and honest in every dealing with members of the public, with each other and with agencies and public agencies must deal openly, truthfully, fairly and honestly with their employees, other public entities and the public. Integrity in public administration promotes coherent and consistent outcomes for the community. To uphold integrity in public administration: our actions and decisions should be consistent with government policy and procedures public servants should operate with openness, accountability and transparency public agencies should work together to ensure that policy and procedure work as harmoniously as possible. Being impartial is essential for us to professionally perform our duties so that the public can be confident that the public service operates appropriately. Being impartial means: we are not influenced by improper considerations we do not accept inducements or gifts and benefits. Accepting gifts and benefits can create an appearance of bias if it seems that the gift is a reward for a past favour or to seek a future one we make certain that our decisions and actions are based on sound evidence that establishes reasonable grounds for the decision or action and we give objective, independent, apolitical advice at all times.

public sector entities are committed to the highest ethical standards accept and value their duty to provide advice which is objective, independent, apolitical and impartial show respect towards all persons, including employees, clients and the general public acknowledge the primacy of the public interest and undertake that any conflict of interest issue will be resolved or appropriately managed in favour of the public interest, and are committed to honest, fair and respectful engagement with the community QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Explore the ethics principle integrity and impartiality and its values in more detail. Information from the document ‘What do the Queensland Public Sector Ethics Principles Mean?’ may be a useful starting point for discussion, and is the basis for the wording in the related power point slides. Relate the principle and values to agency values and, where appropriate, professional ethics and values, with a focus on how these all contribute to achieving positive outcomes for the people of Queensland. Core message content and discussion: Code of Conduct Principles - Integrity and Impartiality Source: Queensland Public Sector Ethics Act and incorporated in the Code of Conduct for the Queensland Public Service Integrity and impartiality In recognition that public office involves a public trust, public service agencies, public sector entities and public officials seek to promote public confidence in the integrity of the public sector and— (a) are committed to the highest ethical standards; and (b) accept and value their duty to provide advice which is objective, independent, apolitical and impartial; and (c) show respect towards all persons, including employees, clients and the general public; and (d) acknowledge the primacy of the public interest and undertake that any conflict of interest issue will be resolved or appropriately managed in favour of the public interest; and (e) are committed to honest, fair and respectful engagement with the community.

Integrity and impartiality value a we are committed to the highest ethical standards
QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Each value’s meaning is explored in the document ‘What do the Queensland Public Sector Ethics Principles Mean?’ the relevant part is copied into the slide notes and is the basis for the wording in the related power point slides. It may be useful to incorporate agency and occupational-specific examples to assist participants to clarify application, such examples should also highlight the positive aspects of the principles and values and how upholding them contributes to achieving positive outcomes for the people of Queensland. Core message content and discussion: Code of Conduct Values - Integrity and Impartiality Source: Queensland Public Sector Ethics Act and incorporated in the Code of Conduct for the Queensland Public Service Integrity and impartiality In recognition that public office involves a public trust, public service agencies, public sector entities and public officials seek to promote public confidence in the integrity of the public sector and— are committed to the highest ethical standards Source: What do the Queensland Public Sector Ethics mean? We demonstrate our professionalism and express our commitment to the people of Queensland, their elected representatives and our colleagues by taking personal responsibility to uphold the Code of Conduct. We uphold the Code of Conduct in terms of its spirit and its letter: in all aspects of our work and to ensure our conduct does not reflect seriously or adversely on the public service. Private conduct is not covered under the Code, however private conduct is covered under section 187 of the Public Service Act within the definition of misconduct. Misconduct means (a) inappropriate or improper conduct in an official capacity; or (b) inappropriate or improper conduct in a private capacity that reflects seriously and adversely on the public service. We uphold the Code of Conduct in terms of its spirit and its letter in all aspects of our work. We ensure our private conduct does not reflect seriously or adversely on the public service.

Our advice is based on evidence and is
Integrity and impartiality value b our advice is objective, independent, apolitical and impartial QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Each value’s meaning is explored in the document ‘What do the Queensland Public Sector Ethics Principles Mean?’ the relevant part is copied into the slide notes and is the basis for the wording in the related power point slides. It may be useful to incorporate agency and occupational-specific examples to assist participants to clarify application, such examples should also highlight the positive aspects of the principles and values and how upholding them contributes to achieving positive outcomes for the people of Queensland. Core message content and discussion: Code of Conduct Values - Integrity and Impartiality Source: Queensland Public Sector Ethics Act and incorporated in the Code of Conduct for the Queensland Public Service Integrity and impartiality In recognition that public office involves a public trust, public service agencies, public sector entities and public officials seek to promote public confidence in the integrity of the public sector and— (b) accept and value their duty to provide advice which is objective, independent, apolitical and impartial Source: What do the Queensland Public Sector Ethics mean? Providing frank and fearless advice is essential to good public service policy and administration. Our advice should be based on evidence and be: objective: made free from our personal feelings or bias independent: not influenced by the opinions and actions of others apolitical: not based on obligations to a particular political party impartial: not prejudiced, unbiased, fair, just, treating all disputants equally Our advice is based on evidence and is objective - free from personal feelings or bias independent - not improperly influenced apolitical - not influenced by a political party impartial - unbiased, fair and just

Integrity and impartiality value c we show respect for all people
QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Each value’s meaning is explored in the document ‘What do the Queensland Public Sector Ethics Principles Mean?’ the relevant part is copied into the slide notes and is the basis for the wording in the related power point slides. It may be useful to incorporate agency and occupational-specific examples to assist participants to clarify application, such examples should also highlight the positive aspects of the principles and values and how upholding them contributes to achieving positive outcomes for the people of Queensland. Core message content and discussion: Code of Conduct Values - Integrity and Impartiality Source: Queensland Public Sector Ethics Act and incorporated in the Code of Conduct for the Queensland Public Service Integrity and impartiality In recognition that public office involves a public trust, public service agencies, public sector entities and public officials seek to promote public confidence in the integrity of the public sector and— (c) show respect towards all persons, including employees, clients and the general public Source: What do the Queensland Public Sector Ethics mean? Respectful conduct towards other public service employees, in our teams, our agency and in other agencies, requires a positive effort from each of us. We show respectful conduct towards our colleagues by: being courteous and polite positively responding to requests for information and assistance following through and doing what we say we will and keeping people informed acknowledging and fixing any mistakes and being professional about our colleagues in interactions with other colleagues and with members of the public. We show respectful conduct towards members of the public by: being sensitive to people’s needs giving prompt service and explaining decisions. treating our colleagues, clients and the public with honesty fairness courtesy

Integrity and impartiality value d we resolve conflicts of interest in the public interest
QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Each value’s meaning is explored in the document ‘What do the Queensland Public Sector Ethics Principles Mean?’ the relevant part is copied into the slide notes and is the basis for the wording in the related power point slides. It may be useful to incorporate agency and occupational-specific examples to assist participants to clarify application, such examples should also highlight the positive aspects of the principles and values and how upholding them contributes to achieving positive outcomes for the people of Queensland. Core message content and discussion: Code of Conduct Values - Integrity and Impartiality Source: Queensland Public Sector Ethics Act and incorporated in the Code of Conduct for the Queensland Public Service Integrity and impartiality In recognition that public office involves a public trust, public service agencies, public sector entities and public officials seek to promote public confidence in the integrity of the public sector and— (d) acknowledge the primacy of the public interest and undertake that any conflict of interest issue will be resolved or appropriately managed in favour of the public interest Source: What do the Queensland Public Sector Ethics mean? We serve the public interest when we professionally perform our official duties. When our private interests conflict with our duties our private interest will not be pursued, for example: we will reject an inducement, gift or benefit to make a particular decision our decisions will not be influenced by the hope of an offer of employment we will not use confidential information for private gain and we will not use government property to obtain a private benefit. The public interest: Sometimes what is stated to be ‘the public interest’ is in fact the interest of part of the community. The public interest can be changeable and is influenced by culture, media, and local and global events, and may not be in the long-term interest of the public good. When, as public service employees, we resolve issues in favour of the public interest, what we are considering is the public interest in efficient, effective, accountable and transparent public administration (rather than any sectional interests in the community). Conflict of interest: a conflict between our duty, as public service employees, to serve the public interest and our personal interests; having a conflict of interest is not unusual, and it is not a wrongdoing in itself; failing to disclose and manage the conflict appropriately is likely to be a wrongdoing. There are three types of conflicts of interest: Actual conflict of interest occurs when we currently have a conflict between our official duties and our private or personal interests Perceived conflict of interest occurs when other people see us as having a conflict between our duties and our private or personal interests. There is no actual conflict of interest, but the situation may lead people to think we could be influenced by our private or personal interests and Potential conflict of interest occurs when we have a private or personal interest that does not currently conflict with our duties, but which could become an actual or perceived conflict of interest in the future. Our private or personal interests might, for example, arise from: financial interests gifts and hospitality employment outside the public service or relationships, positive and negative, with family, friends or others. The ways in which our private or personal interests could conflict with official duties include: when the value of our property could be altered by a decision, recommendation or advice that we are making or are able to influence when our commercial or business interests of any kind, including a future interest, could be helped or harmed by a decision, recommendation or advice that we are making or are able to influence when our capacity to make a financial gain or to prevent a financial loss could be affected by using confidential information when we seek or accept gifts and/or hospitality which could influence or appear to influence our decisions when our personal and/or professional relationships could influence or appear to influence a decision, recommendation or advice that we are making or are able to influence when our strongly held personal convictions make it difficult or appear to make it difficult for us to make an impartial decision, recommendation or advice when codes of ethics that relate to our professions (for example as a health care professional or as a lawyer) require us to act differently than our public sector ethics. As public service employees we are committed to demonstrating our integrity and impartiality in fulfilling our responsibilities and as such we will: always disclose a private or personal interest that could, now or in the future, be seen as influencing the performance of our duties in accordance with our agency policies and procedures actively participate with our agency in developing and implementing resolution strategies for any conflict of interest and ensure that any conflict of interest is resolved in the public interest. when our private interests conflict with our duties our private interest will not be pursued we do not accept inducements our decisions are not improperly influenced we do not use confidential information for private gain we do not use government property for private purposes

Showing respect Affirming diversity Adding value
Integrity and impartiality value e we engage honestly, fairly and respectfully within the community QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Each value’s meaning is explored in the document ‘What do the Queensland Public Sector Ethics Principles Mean?’ the relevant part is copied into the slide notes and is the basis for the wording in the related power point slides. It may be useful to incorporate agency and occupational-specific examples to assist participants to clarify application, such examples should also highlight the positive aspects of the principles and values and how upholding them contributes to achieving positive outcomes for the people of Queensland. Core message content and discussion: Code of Conduct Values - Integrity and Impartiality Source: Queensland Public Sector Ethics Act and incorporated in the Code of Conduct for the Queensland Public Service Integrity and impartiality In recognition that public office involves a public trust, public service agencies, public sector entities and public officials seek to promote public confidence in the integrity of the public sector and— (e) are committed to honest, fair and respectful engagement with the community. Source: What do the Queensland Public Sector Ethics mean? We actively engage with the people of Queensland and show honest, fair and respectful engagement with the community through: Showing mutual respect - listening to and understanding the views, concerns and experiences of members of the community so we can make better decisions and strengthen government–community relationships Acting with integrity - using open and accountable engagement practices and processes that genuinely inform decision making to increase community trust and confidence in government Affirming diversity - incorporating diverse opinions and perspectives into policy development, planning and decision making to help achieve effective and sustainable outcomes. extract - Engaging Queenslanders: Community engagement in the business of government Showing respect Affirming diversity Adding value

Integrity and impartiality standard of conduct 1
Integrity and impartiality standard of conduct 1.1 we are committed to the highest ethical standards we ensure our conduct meets the highest ethical standards when we are fulfilling our responsibilities We ensure our advice is objective, independent, apolitical and impartial ensure our decision making is ethical are consultative, respectful and fair when we engage with the community QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Having explored the ethics principles and values to promote greater awareness of the values that underpin public service, explore the standards of conduct in detail to assist participants to understand how to put the principles and values into practice. While each standard of conduct should be covered, some will be more relevant to particular audiences and trainers should, in consultation with relevant management, determine what standards of conduct should be focused on. Factors that will impact on this may include risk management of issues identified in particular areas/ for particular occupational groups by management, through complaint processes or through general knowledge of the relevant areas. Agency and or occupationally specific examples should be incorporated to ensure the standard of conduct is made relevant to participants. This should include relevant reference to agency policy and procedures, as well as any agency Standard of Practice, that supports implementation of the standard of conduct. Core message content and discussion: Code of Conduct Standards of Conduct - Integrity and Impartiality Selected points for discussion Providing objective, independent, apolitical and impartial advice ensures accurate information is available to government and promotes public confidence in the integrity of government and the public service. Agency and occupationally relevant examples should be used to clarify what comprises objective, independent, apolitical and impartial advice. Source: Code of Conduct for the Queensland Public Service 1.1 Commit to the highest ethical standards As public service employees we are required to ensure that our conduct meets the highest ethical standards when we are fulfilling our responsibilities. We will: ensure any advice that we provide is objective, independent, apolitical and impartial ensure our decision making is fair engage with the community in a manner that is respectful, and meet our obligations to report suspected wrongdoing, including conduct not consistent with this Code. Source: What do the Queensland Public Sector Ethics mean? We demonstrate our professionalism and express our commitment to the people of Queensland, their elected representatives and our colleagues by taking personal responsibility to uphold the Code of Conduct. We uphold the Code of Conduct in terms of its spirit and its letter: in all aspects of our work and ‘ to ensure our conduct does not reflect seriously or adversely on the public service. Private conduct is not covered under the Code, however private conduct is covered under section 187 of the Public Service Act within the definition of misconduct. Misconduct means (a) inappropriate or improper conduct in an official capacity; or (b) inappropriate or improper conduct in a private capacity that reflects seriously and adversely on the public service.

Integrity and impartiality standard of conduct 1.1 we are committed to the highest ethical standards We meet our obligations to report suspected wrongdoing and conduct that is not consistent with this Code QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Having explored the ethics principles and values to promote greater awareness of the values that underpin public service, explore the standards of conduct in detail to assist participants to understand how to put the principles and values into practice. While each standard of conduct should be covered, some will be more relevant to particular audiences and trainers should, in consultation with relevant management, determine what standards of conduct should be focused on. Factors that will impact on this may include risk management of issues identified in particular areas/ for particular occupational groups by management, through complaint processes or through general knowledge of the relevant areas. Agency and or occupationally specific examples should be incorporated to ensure the standard of conduct is made relevant to participants. This should include relevant reference to agency policy and procedures, as well as any agency Standard of Practice, that supports implementation of the standard of conduct. Core message content and discussion: Code of Conduct Standards of Conduct - Integrity and Impartiality Selected points for discussion Providing objective, independent, apolitical and impartial advice ensures accurate information is available to government and promotes public confidence in the integrity of government and the public service. Agency and occupationally relevant examples should be used to clarify what comprises objective, independent, apolitical and impartial advice. Source: Code of Conduct for the Queensland Public Service 1.1 Commit to the highest ethical standards As public service employees we are required to ensure that our conduct meets the highest ethical standards when we are fulfilling our responsibilities. We will: ensure any advice that we provide is objective, independent, apolitical and impartial ensure our decision making is fair engage with the community in a manner that is respectful, and meet our obligations to report suspected wrongdoing, including conduct not consistent with this Code. Source: What do the Queensland Public Sector Ethics mean? We demonstrate our professionalism and express our commitment to the people of Queensland, their elected representatives and our colleagues by taking personal responsibility to uphold the Code of Conduct. We uphold the Code of Conduct in terms of its spirit and its letter: in all aspects of our work and to ensure our conduct does not reflect seriously or adversely on the public service. Private conduct is not covered under the Code, however private conduct is covered under section 187 of the Public Service Act within the definition of misconduct. Misconduct means (a) inappropriate or improper conduct in an official capacity; or (b) inappropriate or improper conduct in a private capacity that reflects seriously and adversely on the public service.

Integrity and impartiality standard of conduct 1.1 we are committed to the highest ethical standards Insert agency examples Insert reference to agency policy and procedures

Failing to disclose and manage a conflict is likely to be wrongdoing
Integrity and impartiality standard of conduct 1.2 we manage conflicts of interest QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Having explored the ethics principles and values to promote greater awareness of the values that underpin public service, explore the standards of conduct in detail to assist participants to understand how to put the principles and values into practice. While each standard of conduct should be covered, some will be more relevant to particular audiences and trainers should, in consultation with relevant management, determine what standards of conduct should be focused on. Factors that will impact on this may include risk management of issues identified in particular areas/ for particular occupational groups by management, through complaint processes or through general knowledge of the relevant areas. Agency and or occupationally specific examples should be incorporated to ensure the standard of conduct is made relevant to participants. This should include relevant reference to agency policy and procedures, as well as any agency Standard of Practice, that supports implementation of the standard of conduct. Core message content and discussion: Code of Conduct Standards of Conduct - Integrity and Impartiality Identifying conflicts of interest - actual, potential and perceived conflicts of interest Identifying conflicts of interest – the types of matters that might create a conflict of interest Conflicts of interest are not unusual and not wrong-doing in themselves, but they must be identified, disclosed and managed appropriately in order to act with integrity and to promote public confidence in the service Disclosing and managing conflicts of interest – policy and procedures of the agency Selected points for discussion Where conflicts of interest arise out of membership of professional groups (e.g. lawyers, accountants, doctors, nurses, etc) as well as conflicts of interest arising from cultural and religious beliefs, public service employees need to disclose and manage the conflict of interest in accordance with agency policy and procedures. Employees need to consider the primacy of their public sector ethics. Source: Code of Conduct for the Queensland Public Service 1.2 Manage conflicts of interest A conflict of interest involves a conflict between our duty, as public service employees, to serve the public interest and our personal interests. The conflict may arise from a range of factors including our personal relationships, our employment outside the public service, our membership of special interest groups, or our ownership of shares, companies, or property. As public service employees we may also experience conflicts of interest between our public service ethics and our professional codes of ethics (for example as health care professionals or as lawyers), or with our personal beliefs or opinions. Having a conflict of interest is not unusual and it is not wrongdoing in itself. However failing to disclose and manage the conflict appropriately is likely to be wrongdoing. As public service employees we are committed to demonstrating our impartiality and integrity in fulfilling our responsibilities and as such we will: always disclose a personal interest that could, now or in the future, be seen as influencing the performance of our duties. This will be done in accordance with our agency policies and procedures actively participate with our agency in developing and implementing resolution strategies for any conflict of interest, and ensure that any conflict of interest is resolved in the public interest. Source: What do the Queensland Public Sector Ethics mean? There are three types of conflicts of interest: Actual conflict of interest occurs when we currently have a conflict between our official duties and our personal interests Perceived conflict of interest occurs when other people see us as having a conflict between our duties and our personal interests. There is no actual conflict of interest, but the situation may lead people to think we could be influenced by our personal interests and Potential conflict of interest occurs when we have a personal interest that does not currently conflict with our duties, but which could become an actual or perceived conflict of interest in the future. Our personal interests might, for example, arise from: financial interests gifts and hospitality employment outside the public service or relationships, positive and negative, with family, friends or others. The ways in which our personal interests could conflict with official duties include: when the value of our property could be altered by a decision, recommendation or advice that we are making or are able to influence when our commercial or business interests of any kind, including a future interest, could be helped or harmed by a decision, recommendation or advice that we are making or are able to influence when our capacity to make a financial gain or to prevent a financial loss could be affected by using confidential information when we seek or accept gifts and/or hospitality which could influence or appear to influence our decisions when our personal and/or professional relationships could influence or appear to influence a decision, recommendation or advice that we are making or are able to influence when our strongly held personal convictions make it difficult or appear to make it difficult for us to make an impartial decision, recommendation or advice when codes of ethics that relate to our professions (for example as a health care professional or as a lawyer) require us to act differently than our public sector ethics. Conflicts of interest occur when our personal interests and our public service duties conflict are not unusual are not wrongdoing in themselves Failing to disclose and manage a conflict is likely to be wrongdoing

Integrity and impartiality standard of conduct 1.2 we manage conflicts of interest QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Having explored the ethics principles and values to promote greater awareness of the values that underpin public service, explore the standards of conduct in detail to assist participants to understand how to put the principles and values into practice. While each standard of conduct should be covered, some will be more relevant to particular audiences and trainers should, in consultation with relevant management, determine what standards of conduct should be focused on. Factors that will impact on this may include risk management of issues identified in particular areas/ for particular occupational groups by management, through complaint processes or through general knowledge of the relevant areas. Agency and or occupationally specific examples should be incorporated to ensure the standard of conduct is made relevant to participants. This should include relevant reference to agency policy and procedures, as well as any agency Standard of Practice, that supports implementation of the standard of conduct. Core message content and discussion: Code of Conduct Standards of Conduct - Integrity and Impartiality Identifying conflicts of interest - actual, potential and perceived conflicts of interest Identifying conflicts of interest – the types of matters that might create a conflict of interest Conflicts of interest are not unusual and not wrong-doing in themselves, but they must be identified, disclosed and managed appropriately in order to act with integrity and to promote public confidence in the service Disclosing and managing conflicts of interest – policy and procedures of the agency Selected points for discussion Where conflicts of interest arise out of membership of professional groups (e.g. lawyers, accountants, doctors, nurses, etc) as well as conflicts of interest arising from cultural and religious beliefs, public service employees need to disclose and manage the conflict of interest in accordance with agency policy and procedures. Employees need to consider the primacy of their public sector ethics. Source: Code of Conduct for the Queensland Public Service 1.2 Manage conflicts of interest A conflict of interest involves a conflict between our duty, as public service employees, to serve the public interest and our personal interests. The conflict may arise from a range of factors including our personal relationships, our employment outside the public service, our membership of special interest groups, or our ownership of shares, companies, or property. As public service employees we may also experience conflicts of interest between our public service ethics and our professional codes of ethics (for example as health care professionals or as lawyers), or with our personal beliefs or opinions. Having a conflict of interest is not unusual and it is not wrongdoing in itself. However failing to disclose and manage the conflict appropriately is likely to be wrongdoing. As public service employees we are committed to demonstrating our impartiality and integrity in fulfilling our responsibilities and as such we will: always disclose a personal interest that could, now or in the future, be seen as influencing the performance of our duties. This will be done in accordance with our agency policies and procedures actively participate with our agency in developing and implementing resolution strategies for any conflict of interest, and ensure that any conflict of interest is resolved in the public interest. Source: What do the Queensland Public Sector Ethics mean? There are three types of conflicts of interest: Actual conflict of interest occurs when we currently have a conflict between our official duties and our personal interests Perceived conflict of interest occurs when other people see us as having a conflict between our duties and our personal interests. There is no actual conflict of interest, but the situation may lead people to think we could be influenced by our personal interests and Potential conflict of interest occurs when we have a personal interest that does not currently conflict with our duties, but which could become an actual or perceived conflict of interest in the future. Our personal interests might, for example, arise from: financial interests gifts and hospitality employment outside the public service or relationships, positive and negative, with family, friends or others. The ways in which our personal interests could conflict with official duties include: when the value of our property could be altered by a decision, recommendation or advice that we are making or are able to influence when our commercial or business interests of any kind, including a future interest, could be helped or harmed by a decision, recommendation or advice that we are making or are able to influence when our capacity to make a financial gain or to prevent a financial loss could be affected by using confidential information when we seek or accept gifts and/or hospitality which could influence or appear to influence our decisions when our personal and/or professional relationships could influence or appear to influence a decision, recommendation or advice that we are making or are able to influence when our strongly held personal convictions make it difficult or appear to make it difficult for us to make an impartial decision, recommendation or advice when codes of ethics that relate to our professions (for example as a health care professional or as a lawyer) require us to act differently than our public sector ethics. Actual conflict of interest a conflict exists between our official duties and our personal interests. Perceived conflict of interest other people see us as having a conflict of interest there is no actual conflict, but the situation may lead people to think there is Potential conflict of interest our personal interest does not currently conflict with our duties, but it is possible that these personal interests could result in a conflict of interest in the future

Integrity and impartiality standard of conduct 1.2 we manage conflicts of interest QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Having explored the ethics principles and values to promote greater awareness of the values that underpin public service, explore the standards of conduct in detail to assist participants to understand how to put the principles and values into practice. While each standard of conduct should be covered, some will be more relevant to particular audiences and trainers should, in consultation with relevant management, determine what standards of conduct should be focused on. Factors that will impact on this may include risk management of issues identified in particular areas/ for particular occupational groups by management, through complaint processes or through general knowledge of the relevant areas. Agency and or occupationally specific examples should be incorporated to ensure the standard of conduct is made relevant to participants. This should include relevant reference to agency policy and procedures, as well as any agency Standard of Practice, that supports implementation of the standard of conduct. Core message content and discussion: Code of Conduct Standards of Conduct - Integrity and Impartiality Identifying conflicts of interest - actual, potential and perceived conflicts of interest Identifying conflicts of interest – the types of matters that might create a conflict of interest Conflicts of interest are not unusual and not wrong-doing in themselves, but they must be identified, disclosed and managed appropriately in order to act with integrity and to promote public confidence in the service Disclosing and managing conflicts of interest – policy and procedures of the agency Selected points for discussion Where conflicts of interest arise out of membership of professional groups (e.g. lawyers, accountants, doctors, nurses, etc) as well as conflicts of interest arising from cultural and religious beliefs, public service employees need to disclose and manage the conflict of interest in accordance with agency policy and procedures. Employees need to consider the primacy of their public sector ethics. Source: Code of Conduct for the Queensland Public Service 1.2 Manage conflicts of interest A conflict of interest involves a conflict between our duty, as public service employees, to serve the public interest and our personal interests. The conflict may arise from a range of factors including our personal relationships, our employment outside the public service, our membership of special interest groups, or our ownership of shares, companies, or property. As public service employees we may also experience conflicts of interest between our public service ethics and our professional codes of ethics (for example as health care professionals or as lawyers), or with our personal beliefs or opinions. Having a conflict of interest is not unusual and it is not wrongdoing in itself. However failing to disclose and manage the conflict appropriately is likely to be wrongdoing. As public service employees we are committed to demonstrating our impartiality and integrity in fulfilling our responsibilities and as such we will: always disclose a personal interest that could, now or in the future, be seen as influencing the performance of our duties. This will be done in accordance with our agency policies and procedures actively participate with our agency in developing and implementing resolution strategies for any conflict of interest, and ensure that any conflict of interest is resolved in the public interest. Source: What do the Queensland Public Sector Ethics mean? There are three types of conflicts of interest: Actual conflict of interest occurs when we currently have a conflict between our official duties and our personal interests Perceived conflict of interest occurs when other people see us as having a conflict between our duties and our personal interests. There is no actual conflict of interest, but the situation may lead people to think we could be influenced by our personal interests and Potential conflict of interest occurs when we have a personal interest that does not currently conflict with our duties, but which could become an actual or perceived conflict of interest in the future. Our personal interests might, for example, arise from: financial interests gifts and hospitality employment outside the public service or relationships, positive and negative, with family, friends or others. The ways in which our personal interests could conflict with official duties include: when the value of our property could be altered by a decision, recommendation or advice that we are making or are able to influence when our commercial or business interests of any kind, including a future interest, could be helped or harmed by a decision, recommendation or advice that we are making or are able to influence when our capacity to make a financial gain or to prevent a financial loss could be affected by using confidential information when we seek or accept gifts and/or hospitality which could influence or appear to influence our decisions when our personal and/or professional relationships could influence or appear to influence a decision, recommendation or advice that we are making or are able to influence when our strongly held personal convictions make it difficult or appear to make it difficult for us to make an impartial decision, recommendation or advice when codes of ethics that relate to our professions (for example as a health care professional or as a lawyer) require us to act differently than our public sector ethics. a conflict may arise from our personal relationships our employment outside the public service our membership of special interest groups our ownership of shares, companies, or property and conflicts between our public service ethics and our professional codes of ethics our personal beliefs or opinions

Integrity and impartiality standard of conduct 1.2 we manage conflicts of interest QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Having explored the ethics principles and values to promote greater awareness of the values that underpin public service, explore the standards of conduct in detail to assist participants to understand how to put the principles and values into practice. While each standard of conduct should be covered, some will be more relevant to particular audiences and trainers should, in consultation with relevant management, determine what standards of conduct should be focused on. Factors that will impact on this may include risk management of issues identified in particular areas/ for particular occupational groups by management, through complaint processes or through general knowledge of the relevant areas. Agency and or occupationally specific examples should be incorporated to ensure the standard of conduct is made relevant to participants. This should include relevant reference to agency policy and procedures, as well as any agency Standard of Practice, that supports implementation of the standard of conduct. Core message content and discussion: Code of Conduct Standards of Conduct - Integrity and Impartiality Identifying conflicts of interest - actual, potential and perceived conflicts of interest Identifying conflicts of interest – the types of matters that might create a conflict of interest Conflicts of interest are not unusual and not wrong-doing in themselves, but they must be identified, disclosed and managed appropriately in order to act with integrity and to promote public confidence in the service Disclosing and managing conflicts of interest – policy and procedures of the agency Selected points for discussion Where conflicts of interest arise out of membership of professional groups (e.g. lawyers, accountants, doctors, nurses, etc) as well as conflicts of interest arising from cultural and religious beliefs, public service employees need to disclose and manage the conflict of interest in accordance with agency policy and procedures. Employees need to consider the primacy of their public sector ethics. Source: Code of Conduct for the Queensland Public Service 1.2 Manage conflicts of interest A conflict of interest involves a conflict between our duty, as public service employees, to serve the public interest and our personal interests. The conflict may arise from a range of factors including our personal relationships, our employment outside the public service, our membership of special interest groups, or our ownership of shares, companies, or property. As public service employees we may also experience conflicts of interest between our public service ethics and our professional codes of ethics (for example as health care professionals or as lawyers), or with our personal beliefs or opinions. Having a conflict of interest is not unusual and it is not wrongdoing in itself. However failing to disclose and manage the conflict appropriately is likely to be wrongdoing. As public service employees we are committed to demonstrating our impartiality and integrity in fulfilling our responsibilities and as such we will: always disclose a personal interest that could, now or in the future, be seen as influencing the performance of our duties. This will be done in accordance with our agency policies and procedures actively participate with our agency in developing and implementing resolution strategies for any conflict of interest, and ensure that any conflict of interest is resolved in the public interest. Source: What do the Queensland Public Sector Ethics mean? There are three types of conflicts of interest: Actual conflict of interest occurs when we currently have a conflict between our official duties and our personal interests Perceived conflict of interest occurs when other people see us as having a conflict between our duties and our personal interests. There is no actual conflict of interest, but the situation may lead people to think we could be influenced by our personal interests and Potential conflict of interest occurs when we have a personal interest that does not currently conflict with our duties, but which could become an actual or perceived conflict of interest in the future. Our personal interests might, for example, arise from: financial interests gifts and hospitality employment outside the public service or relationships, positive and negative, with family, friends or others. The ways in which our personal interests could conflict with official duties include: when the value of our property could be altered by a decision, recommendation or advice that we are making or are able to influence when our commercial or business interests of any kind, including a future interest, could be helped or harmed by a decision, recommendation or advice that we are making or are able to influence when our capacity to make a financial gain or to prevent a financial loss could be affected by using confidential information when we seek or accept gifts and/or hospitality which could influence or appear to influence our decisions when our personal and/or professional relationships could influence or appear to influence a decision, recommendation or advice that we are making or are able to influence when our strongly held personal convictions make it difficult or appear to make it difficult for us to make an impartial decision, recommendation or advice when codes of ethics that relate to our professions (for example as a health care professional or as a lawyer) require us to act differently than our public sector ethics. Our personal interests include avoiding personal loss as well as gaining personal advantage for example we may want to help a family member gain employment we may want to stop a colleague from receiving a promotion because we have had conflicts with them in the past

Integrity and impartiality standard of conduct 1.2 we manage conflicts of interest QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Having explored the ethics principles and values to promote greater awareness of the values that underpin public service, explore the standards of conduct in detail to assist participants to understand how to put the principles and values into practice. While each standard of conduct should be covered, some will be more relevant to particular audiences and trainers should, in consultation with relevant management, determine what standards of conduct should be focused on. Factors that will impact on this may include risk management of issues identified in particular areas/ for particular occupational groups by management, through complaint processes or through general knowledge of the relevant areas. Agency and or occupationally specific examples should be incorporated to ensure the standard of conduct is made relevant to participants. This should include relevant reference to agency policy and procedures, as well as any agency Standard of Practice, that supports implementation of the standard of conduct. Core message content and discussion: Code of Conduct Standards of Conduct - Integrity and Impartiality Identifying conflicts of interest - actual, potential and perceived conflicts of interest Identifying conflicts of interest – the types of matters that might create a conflict of interest Conflicts of interest are not unusual and not wrong-doing in themselves, but they must be identified, disclosed and managed appropriately in order to act with integrity and to promote public confidence in the service Disclosing and managing conflicts of interest – policy and procedures of the agency Selected points for discussion Where conflicts of interest arise out of membership of professional groups (e.g. lawyers, accountants, doctors, nurses, etc) as well as conflicts of interest arising from cultural and religious beliefs, public service employees need to disclose and manage the conflict of interest in accordance with agency policy and procedures. Employees need to consider the primacy of their public sector ethics. Source: Code of Conduct for the Queensland Public Service 1.2 Manage conflicts of interest A conflict of interest involves a conflict between our duty, as public service employees, to serve the public interest and our personal interests. The conflict may arise from a range of factors including our personal relationships, our employment outside the public service, our membership of special interest groups, or our ownership of shares, companies, or property. As public service employees we may also experience conflicts of interest between our public service ethics and our professional codes of ethics (for example as health care professionals or as lawyers), or with our personal beliefs or opinions. Having a conflict of interest is not unusual and it is not wrongdoing in itself. However failing to disclose and manage the conflict appropriately is likely to be wrongdoing. As public service employees we are committed to demonstrating our impartiality and integrity in fulfilling our responsibilities and as such we will: always disclose a personal interest that could, now or in the future, be seen as influencing the performance of our duties. This will be done in accordance with our agency policies and procedures actively participate with our agency in developing and implementing resolution strategies for any conflict of interest, and ensure that any conflict of interest is resolved in the public interest. Source: What do the Queensland Public Sector Ethics mean? A conflict of interest involves a conflict between our duty, as public service employees, to serve the public interest and our personal interests. The conflict may arise from a range of factors including our personal relationships, our employment outside the public service, our membership of special interest groups, or our ownership of shares, companies, or property. Our personal interests include avoiding personal loss as well as gaining personal advantage, and they are not limited to financial matters. For example, we may have a personal interest in assisting a family member to gain employment, or we may have a personal interest in preventing someone from receiving a promotion because we have had conflicts with them in the past Having a conflict of interest is part of life, it is not unusual, and it is not wrongdoing in itself. However failing to disclose and manage the conflict appropriately is likely to be wrongdoing. There are three types of conflicts of interest, and the type of conflict will influence how we will be required to manage it: Actual conflict of interest occurs when we currently have a conflict between our official duties and our personal interests. Perceived conflict of interest occurs when other people see us as having a conflict between our duties and our personal interests. There is no actual conflict of interest, but the situation may lead people to think we could be influenced by our personal interests. Potential conflict of interest occurs when we have a personal interest that does not currently conflict with our duties, but which could become an actual or perceived conflict of interest in the future. always disclose a personal interest that could, now or in the future, be seen as influencing the performance of our duties. This should be done in accordance with our agency policies and procedures actively participate with our agency in developing and implementing resolution strategies for any conflict of interest ensue that any conflict of interest is resolved in the public interest. Professional and personal ethics As public service employees we may experience a conflict of interest between our public service ethics and our professional codes of ethics (for example as a health professional or as a lawyer), or with our personal beliefs or opinions. to manage conflicts of interest we do not use our positions for personal gain we always disclose a personal interest that could be seen as influencing our duties we actively participate in developing and implementing resolution strategies we ensure conflicts of interest are resolved in the public interest

Integrity and impartiality standard of conduct 1.2 we manage conflicts of interest [Insert agency examples] [Insert reference to agency policy and procedures]

Integrity and impartiality standard of conduct 1.3 we contribute to public discussion in an appropriate manner we only make official comment to the media when we are authorised to do so and we ensure that information is appropriately authorised we properly represent government policy and administration in its intended manner and spirit QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Having explored the ethics principles and values to promote greater awareness of the values that underpin public service, explore the standards of conduct in detail to assist participants to understand how to put the principles and values into practice. While each standard of conduct should be covered, some will be more relevant to particular audiences and trainers should, in consultation with relevant management, determine what standards of conduct should be focused on. Factors that will impact on this may include risk management of issues identified in particular areas/ for particular occupational groups by management, through complaint processes or through general knowledge of the relevant areas. Agency and or occupationally specific examples should be incorporated to ensure the standard of conduct is made relevant to participants. This should include relevant reference to agency policy and procedures, as well as any agency Standard of Practice, that supports implementation of the standard of conduct. Core message content and discussion: Code of Conduct Standards of Conduct - Integrity and Impartiality Providing public comment in an official capacity Providing public comment as a private citizen – your rights and your obligations Selected points for discussion Where commenting on government policy in public forums as a private citizen (including via social media such as Facebook, Twitter, and comments in response to online news articles) employees should ensure they do not present themselves as representing the government or public service unless this is part of their official duties and they are making the comment in that role. When contributing to public discussion, employees must not use confidential or privileged information. Source: Code of Conduct for the Queensland Public Service 1.3 Contribute to public discussion in an appropriate manner Commenting on government policy is a matter for Ministers, not employees. Unless prior authorisation has been given, we will not comment to the media on government policy. Where providing factual information to the public on government policy is a part of your official duties and responsibilities, we will ensure that information is appropriately authorised, and that we properly represent government policy and administration in its intended manner and spirit. Like any other citizen, we have the right to contribute to public discussions on community and social issues in your private capacity. In doing so, we will: take reasonable steps to ensure that any comment we make will be understood as representing your private or personal views, not those of government maintain the confidentiality of information we have access to due to our roles, that is not publicly available; and be aware that private or personal comments about a public issue may compromise your capacity to perform the duties of your role in an independent, unbiased manner.

Integrity and impartiality standard of conduct 1.3 we contribute to public discussion in an appropriate manner we have the right to contribute to public discussions on community and social issues in our private capacity In doing so, we make it clear we are representing our personal views do not use official or privileged information are aware that personal comments about a public issue may compromise our capacity to perform the duties of our role in an independent, unbiased manner QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Having explored the ethics principles and values to promote greater awareness of the values that underpin public service, explore the standards of conduct in detail to assist participants to understand how to put the principles and values into practice. While each standard of conduct should be covered, some will be more relevant to particular audiences and trainers should, in consultation with relevant management, determine what standards of conduct should be focused on. Factors that will impact on this may include risk management of issues identified in particular areas/ for particular occupational groups by management, through complaint processes or through general knowledge of the relevant areas. Agency and or occupationally specific examples should be incorporated to ensure the standard of conduct is made relevant to participants. This should include relevant reference to agency policy and procedures, as well as any agency Standard of Practice, that supports implementation of the standard of conduct. Core message content and discussion: Code of Conduct Standards of Conduct - Integrity and Impartiality Providing public comment in an official capacity Providing public comment as a private citizen – your rights and your obligations Selected points for discussion Where commenting on government policy in public forums (including via social media such as Facebook, Twitter, and comments in response to online news articles) employees should ensure they do not present themselves as representing the government or public service unless this is part of their official duties and they are making the comment in that role. When contributing to public discussion, employees must not use confidential or privileged information. Source: Code of Conduct for the Queensland Public Service 1.3 Contribute to public discussion in an appropriate manner Commenting on government policy is a matter for Ministers, not employees. Unless prior authorisation has been given, we will not comment to the media on government policy. Where providing factual information to the public on government policy is a part of your official duties and responsibilities, we will ensure that information is appropriately authorised, and that we properly represent government policy and administration in its intended manner and spirit. Like any other citizen, we have the right to contribute to public discussions on community and social issues in your private capacity. In doing so, we will: take reasonable steps to ensure that any comment we make will be understood as representing your private or personal views, not those of government maintain the confidentiality of information we have access to due to our roles, that is not publicly available; and be aware that private or personal comments about a public issue may compromise your capacity to perform the duties of your role in an independent, unbiased manner.

Integrity and impartiality standard of conduct 1.3 we contribute to public discussion in an appropriate manner [Insert agency examples] [Insert reference to agency policy and procedures]

Integrity and impartiality standard of conduct 1.4 we manage participation in external organisations all citizens have the right to be in a political party, professional organisation or trade union We avoid conflicts of interest by disclosing and managing conflicts arising from our involvement ensuring it is clear that our public comment is on behalf of that organisation not using confidential government information QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Having explored the ethics principles and values to promote greater awareness of the values that underpin public service, explore the standards of conduct in detail to assist participants to understand how to put the principles and values into practice. While each standard of conduct should be covered, some will be more relevant to particular audiences and trainers should, in consultation with relevant management, determine what standards of conduct should be focused on. Factors that will impact on this may include risk management of issues identified in particular areas/ for particular occupational groups by management, through complaint processes or through general knowledge of the relevant areas. Agency and or occupationally specific examples should be incorporated to ensure the standard of conduct is made relevant to participants. This should include relevant reference to agency policy and procedures, as well as any agency Standard of Practice, that supports implementation of the standard of conduct. Core message content and discussion: Code of Conduct Standards of Conduct - Integrity and Impartiality We all have a right to be active in a private capacity in external organisations like political parties, professional bodies or trade unions. Managing involvement in external organisations involves considering if we may be identified as a public service employees if we participate in public activities. If this was the case employees are to manage the situation in the same way as managing a perceived conflict of interest. In the same way as appropriately contributing to public discussion, we need to be mindful that our comments or views are not interpreted as representing government policy on an issue. Employees also must ensure that confidential and privileged information is not disclosed when participating in external organisations. Selected points for discussion Involvement in external organisations is a right and, in particular, the public service supports union involvement. However members of external organisations, including union representatives and delegates, need to ensure that: they make clear that comments made as a representative of an external agency are made in that capacity and not on behalf of the public service; they do not use official information that is only available to them due to their official duties. Reference to the relevant agency policy may be appropriate. Source: Code of Conduct for the Queensland Public Service 1.4 Manage participation in external organisations Our work as a public service employee does not remove your right to be active privately in a political party, professional organisation or trade union. As a member of a political party, however, we are that participating in activities in the public arena, where we may be identified as a public employee, can give rise to a perception of conflict of interest (see section 1.2). Where this situation arises, we will declare and manage our activities in accordance with our agency’s policies. If we are elected as a workplace representatives or officials of a trade union or professional association, we are not required to seek permission from your workplace before speaking publicly in that capacity, but and we will make it clear that your comments are made only on behalf of that organisation. In all instances, we must will comply with the appropriate laws of privacy, confidentiality and information management.

Integrity and impartiality standard of conduct 1.4 we manage participation in external organisations [Insert agency examples] [Insert reference to agency policy and procedures]

Integrity and impartiality standard of conduct 1.5 we demonstrate a high standard of workplace behaviour and personal conduct we treat co-workers, clients and members of the public with courtesy and respect QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Having explored the ethics principles and values to promote greater awareness of the values that underpin public service, explore the standards of conduct in detail to assist participants to understand how to put the principles and values into practice. While each standard of conduct should be covered, some will be more relevant to particular audiences and trainers should, in consultation with relevant management, determine what standards of conduct should be focused on. Factors that will impact on this may include risk management of issues identified in particular areas/ for particular occupational groups by management, through complaint processes or through general knowledge of the relevant areas. Agency and or occupationally specific examples should be incorporated to ensure the standard of conduct is made relevant to participants. This should include relevant reference to agency policy and procedures, as well as any agency Standard of Practice, that supports implementation of the standard of conduct. Core message content and discussion: Code of Conduct Standards of Conduct - Integrity and Impartiality As public service employees our co-workers and members of the public have an expectation that we show our commitment to public sector ethics by how we relate to others. Respectful conduct essentially relates to a demonstration of consideration towards others. Our professionalism is evidenced by our workplace conduct and how we show our respect for persons. To clarify this standard for employees agencies should utilise agency policy in relation to conduct, for example discrimination and harassment policy, work place health and safety policy, and policy relating to interactions with clients. Our personal conduct can impact on how others view our professional role and responsibilities. It can also impact on how our agency or the broader public service may be viewed. Good judgment needs to be exercised and we take personal responsibility to uphold the intention and spirit of the public sector principles and values. This means we need to consider if our actions could be seen to affect our professionalism and the public’s confidence in everyone who holds public office. Criminal charges and convictions must be reported in accordance with agency policy and procedure. Source: Code of Conduct for the Queensland Public Service 1.5 Demonstrate a high standard of workplace behaviour and personal conduct We have a responsibility to always conduct and present ourselves in a professional manner, and demonstrate respect for all persons, whether fellow employees, clients or members of the public. We will: treat co-workers, clients and members of the public with courtesy and respect, be appropriate in our relationships with them, and recognise that others have the right to hold views which may differ from our own ensure our conduct reflects our commitment to a workplace that is inclusive and free from harassment ensure our fitness for duty, and the safety, health and welfare of ourselves and others in the workplace, whether co-workers or clients ensure our private conduct maintains the integrity of the public service and our ability to perform our duties, and comply with legislative and/or policy obligations to report employee criminal charges and convictions. While private conduct is not covered under the Code, private conduct is covered under section 187 of the Public Service Act within the definition of misconduct. Misconduct means (a) inappropriate or improper conduct in an official capacity; or (b) inappropriate or improper conduct in a private capacity that reflects seriously and adversely on the public service. Source: What do the Queensland Public Sector Ethics mean? Respectful conduct towards other public service employees, in our teams, our agency and in other agencies, requires a positive effort from each of us. We show respectful conduct towards our colleagues by: being courteous and polite positively responding to requests for information and assistance following through and doing what we say we will and keeping people informed acknowledging and fixing any mistakes and being professional about our colleagues in interactions with other colleagues and with members of the public. We show respectful conduct towards members of the public by: being sensitive to people’s needs giving prompt service and explaining decisions.

Integrity and impartiality standard of conduct 1.5 we demonstrate a high standard of workplace behaviour and personal conduct we recognise that others have the right to hold views which may differ from our own we ensure our behaviour supports an inclusive workplace that is free from harassment QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Having explored the ethics principles and values to promote greater awareness of the values that underpin public service, explore the standards of conduct in detail to assist participants to understand how to put the principles and values into practice. While each standard of conduct should be covered, some will be more relevant to particular audiences and trainers should, in consultation with relevant management, determine what standards of conduct should be focused on. Factors that will impact on this may include risk management of issues identified in particular areas/ for particular occupational groups by management, through complaint processes or through general knowledge of the relevant areas. Agency and or occupationally specific examples should be incorporated to ensure the standard of conduct is made relevant to participants. This should include relevant reference to agency policy and procedures, as well as any agency Standard of Practice, that supports implementation of the standard of conduct. Core message content and discussion: Code of Conduct Standards of Conduct - Integrity and Impartiality As public service employees our co-workers and members of the public have an expectation that we show our commitment to public sector ethics by how we relate to others. Respectful conduct essentially relates to a demonstration of consideration towards others. Our professionalism is evidenced by our workplace conduct and how we show our respect for persons. To clarify this standard for employees agencies should utilise agency policy in relation to conduct, for example discrimination and harassment policy, work place health and safety policy, and policy relating to interactions with clients. Our personal conduct can impact on how others view our professional role and responsibilities. It can also impact on how our agency or the broader public service may be viewed. Good judgment needs to be exercised and we take personal responsibility to uphold the intention and spirit of the public sector principles and values. This means we need to consider if our actions could be seen to affect our professionalism and the public’s confidence in everyone who holds public office. Criminal charges and convictions must be reported in accordance with agency policy and procedure. Source: Code of Conduct for the Queensland Public Service 1.5 Demonstrate a high standard of workplace behaviour and personal conduct We have a responsibility to always conduct and present ourselves in a professional manner, and demonstrate respect for all persons, whether fellow employees, clients or members of the public. We will: treat co-workers, clients and members of the public with courtesy and respect, be appropriate in our relationships with them, and recognise that others have the right to hold views which may differ from our own ensure our conduct reflects our commitment to a workplace that is inclusive and free from harassment ensure our fitness for duty, and the safety, health and welfare of ourselves and others in the workplace, whether co-workers or clients ensure our private conduct maintains the integrity of the public service and our ability to perform our duties, and comply with legislative and/or policy obligations to report employee criminal charges and convictions. While private conduct is not covered under the Code, private conduct is covered under section 187 of the Public Service Act within the definition of misconduct. Misconduct means (a) inappropriate or improper conduct in an official capacity; or (b) inappropriate or improper conduct in a private capacity that reflects seriously and adversely on the public service. Source: What do the Queensland Public Sector Ethics mean? Respectful conduct towards other public service employees, in our teams, our agency and in other agencies, requires a positive effort from each of us. We show respectful conduct towards our colleagues by: being courteous and polite positively responding to requests for information and assistance following through and doing what we say we will and keeping people informed acknowledging and fixing any mistakes and being professional about our colleagues in interactions with other colleagues and with members of the public. We show respectful conduct towards members of the public by: being sensitive to people’s needs giving prompt service and explaining decisions.

Integrity and impartiality standard of conduct 1.5 we demonstrate a high standard of workplace behaviour and personal conduct we ensure our fitness for duty, and the safety, health and welfare of ourselves, co-workers and clients QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Having explored the ethics principles and values to promote greater awareness of the values that underpin public service, explore the standards of conduct in detail to assist participants to understand how to put the principles and values into practice. While each standard of conduct should be covered, some will be more relevant to particular audiences and trainers should, in consultation with relevant management, determine what standards of conduct should be focused on. Factors that will impact on this may include risk management of issues identified in particular areas/ for particular occupational groups by management, through complaint processes or through general knowledge of the relevant areas. Agency and or occupationally specific examples should be incorporated to ensure the standard of conduct is made relevant to participants. This should include relevant reference to agency policy and procedures, as well as any agency Standard of Practice, that supports implementation of the standard of conduct. Core message content and discussion: Code of Conduct Standards of Conduct - Integrity and Impartiality As public service employees our co-workers and members of the public have an expectation that we show our commitment to public sector ethics by how we relate to others. Respectful conduct essentially relates to a demonstration of consideration towards others. Our professionalism is evidenced by our workplace conduct and how we show our respect for persons. To clarify this standard for employees agencies should utilise agency policy in relation to conduct, for example discrimination and harassment policy, work place health and safety policy, and policy relating to interactions with clients. Our personal conduct can impact on how others view our professional role and responsibilities. It can also impact on how our agency or the broader public service may be viewed. Good judgment needs to be exercised and we take personal responsibility to uphold the intention and spirit of the public sector principles and values. This means we need to consider if our actions could be seen to affect our professionalism and the public’s confidence in everyone who holds public office. Criminal charges and convictions must be reported in accordance with agency policy and procedure. Source: Code of Conduct for the Queensland Public Service 1.5 Demonstrate a high standard of workplace behaviour and personal conduct We have a responsibility to always conduct and present ourselves in a professional manner, and demonstrate respect for all persons, whether fellow employees, clients or members of the public. We will: treat co-workers, clients and members of the public with courtesy and respect, be appropriate in our relationships with them, and recognise that others have the right to hold views which may differ from our own ensure our conduct reflects our commitment to a workplace that is inclusive and free from harassment ensure our fitness for duty, and the safety, health and welfare of ourselves and others in the workplace, whether co-workers or clients ensure our private conduct maintains the integrity of the public service and our ability to perform our duties, and comply with legislative and/or policy obligations to report employee criminal charges and convictions. While private conduct is not covered under the Code, private conduct is covered under section 187 of the Public Service Act within the definition of misconduct. Misconduct means (a) inappropriate or improper conduct in an official capacity; or (b) inappropriate or improper conduct in a private capacity that reflects seriously and adversely on the public service. Source: What do the Queensland Public Sector Ethics mean? Respectful conduct towards other public service employees, in our teams, our agency and in other agencies, requires a positive effort from each of us. We show respectful conduct towards our colleagues by: being courteous and polite positively responding to requests for information and assistance following through and doing what we say we will and keeping people informed acknowledging and fixing any mistakes and being professional about our colleagues in interactions with other colleagues and with members of the public. We show respectful conduct towards members of the public by: being sensitive to people’s needs giving prompt service and explaining decisions.

Integrity and impartiality standard of conduct 1.5 we demonstrate a high standard of workplace behaviour and personal conduct we ensure our conduct maintains our ability to perform our duties, and the integrity of the public service we comply with our agency’s policy for reporting employee criminal charges and convictions QUEENSLAND PUBLIC SERVICE COMMISSION TRAINING FOR THE CODE OF CONDUCT FOR THE QUEENSLAND PUBLIC SERVICE Topic: Exploring the Code of Conduct Objective: Public Service Employees demonstrate an understanding of how the Code of Conduct for the Queensland Public Service applies to them Core message area: Exploring the Code of Conduct Trainers and advisors instructions: Having explored the ethics principles and values to promote greater awareness of the values that underpin public service, explore the standards of conduct in detail to assist participants to understand how to put the principles and values into practice. While each standard of conduct should be covered, some will be more relevant to particular audiences and trainers should, in consultation with relevant management, determine what standards of conduct should be focused on. Factors that will impact on this may include risk management of issues identified in particular areas/ for particular occupational groups by management, through complaint processes or through general knowledge of the relevant areas. Agency and or occupationally specific examples should be incorporated to ensure the standard of conduct is made relevant to participants. This should include relevant reference to agency policy and procedures, as well as any agency Standard of Practice, that supports implementation of the standard of conduct. Core message content and discussion: Code of Conduct Standards of Conduct - Integrity and Impartiality As public service employees our co-workers and members of the public have an expectation that we show our commitment to public sector ethics by how we relate to others. Respectful conduct essentially relates to a demonstration of consideration towards others. Our professionalism is evidenced by our workplace conduct and how we show our respect for persons. To clarify this standard for employees agencies should utilise agency policy in relation to conduct, for example discrimination and harassment policy, work place health and safety policy, and policy relating to interactions with clients. Our personal conduct can impact on how others view our professional role and responsibilities. It can also impact on how our agency or the broader public service may be viewed. Good judgment needs to be exercised and we take personal responsibility to uphold the intention and spirit of the public sector principles and values. This means we need to consider if our actions could be seen to affect our professionalism and the public’s confidence in everyone who holds public office. Criminal charges and convictions must be reported in accordance with agency policy and procedure. Source: Code of Conduct for the Queensland Public Service 1.5 Demonstrate a high standard of workplace behaviour and personal conduct We have a responsibility to always conduct and present ourselves in a professional manner, and demonstrate respect for all persons, whether fellow employees, clients or members of the public. We will: treat co-workers, clients and members of the public with courtesy and respect, be appropriate in our relationships with them, and recognise that others have the right to hold views which may differ from our own ensure our conduct reflects our commitment to a workplace that is inclusive and free from harassment ensure our fitness for duty, and the safety, health and welfare of ourselves and others in the workplace, whether co-workers or clients ensure our private conduct maintains the integrity of the public service and our ability to perform our duties, and comply with legislative and/or policy obligations to report employee criminal charges and convictions. While private conduct is not covered under the Code, private conduct is covered under section 187 of the Public Service Act within the definition of misconduct. Misconduct means (a) inappropriate or improper conduct in an official capacity; or (b) inappropriate or improper conduct in a private capacity that reflects seriously and adversely on the public service. Source: What do the Queensland Public Sector Ethics mean? Respectful conduct towards other public service employees, in our teams, our agency and in other agencies, requires a positive effort from each of us. We show respectful conduct towards our colleagues by: being courteous and polite positively responding to requests for information and assistance following through and doing what we say we will and keeping people informed acknowledging and fixing any mistakes and being professional about our colleagues in interactions with other colleagues and with members of the public. We show respectful conduct towards members of the public by: being sensitive to people’s needs giving prompt service and explaining decisions.

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