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Elements and Performance Criteria

  1. Promote ethical standards
  2. Assist staff to avoid conflicts of interest
  3. Model and foster integrity of conduct

Required Skills

This section describes the essential skills and knowledge and their level required for this unit

Knowledge requirements

Look for evidence that confirms knowledge and understanding of

public sector ethics

organisational code of ethicsconduct

legislation related to privacy freedom of information human rights whistleblower protection

procedural fairness

equal employment opportunity equity and diversity principles

procedures for declaring conflicts of interest

procedures or protocols for reporting unethical conduct

occupational health and safety procedures relating to ethical work practices

Skill requirements

Look for evidence that confirms skills in

applying ethical decision makingproblem solving

using a variety of words and language structures to explain complex ideas to different audiences

interpreting and explaining complex formal documents and assisting others to apply them in the workplace

using strategies to clarify understanding

preparing written advice and reports requiring accuracy of expression

accessing legislation and codes of ethics electronically or in hard copy

responding to diversity including gender and disability

assisting others to apply occupational health and safety and environmental procedures relating to ethical work practices

Evidence Required

The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole It must be read in conjunction with the Unit descriptor Performance Criteria the Range Statement and the Assessment Guidelines for the Public Sector Training Package

Units to be assessed together

Prerequisite units that must be achieved prior to this unitNil

Corequisite units that must be assessed with this unitNil

Coassessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include but are not limited to a range of or more generalist or specialist units of competency at Diploma level Choice from the following units is recommended

PSPGOVB Develop client services

PSPGOV502B Develop client services

PSPGOVB Coordinate resource allocation and usage

PSPGOV503B Coordinate resource allocation and usage

PSPGOVA Support workplace coaching and mentoring

PSPGOV506A Support workplace coaching and mentoring

PSPGOVA Provide leadership

PSPGOV511A Provide leadership

PSPGOVA Manage conflict

PSPGOV508A Manage conflict

PSPGOVA Coordinate risk management

PSPGOV517A Coordinate risk management

PSPHRA Facilitate performance management processes

PSPHR503A Facilitate performance management processes

PSPLEGNB Promote compliance with legislation in the public sector

PSPLEGN501B Promote compliance with legislation in the public sector

PSPPMB Manage complex projects

PSPPM502B Manage complex projects

PSPPROCA Establish contract management arrangements

PSPPROC502A Establish contract management arrangements

PSPPROCA Manage contract performance

PSPPROC503A Manage contract performance

PSPREGB Conduct prosecutions

PSPREG501B Conduct prosecutions

Overview of evidence requirements

In addition to integrated demonstration of the elements and their related performance criteria look for evidence that confirms

the knowledge requirements of this unit

the skill requirements of this unit

application of Employability Skills as they relate to this unit

promotion of the values and ethos of public service in a range of or more contexts or occasions over time where contexts include generalist or specialist work activities such as developing client services coordinating financial resources providing human resource services conducting investigations letting contracts etc

Resources required to carry out assessment

These resources include

ethicsrelated legislation and guidelines

codes of conduct and codes of ethics

public sector standards procedures and protocols

ethical decision makingproblem solving models

Where and how to assess evidence

Valid assessment of this unit requires

a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when working ethically and promoting ethical behaviour in others in a public sector environment including coping with ambiguity difficulties irregularities and breakdowns in routine

promotion of the values and ethos of public service in a range of or more contexts or occasions over time where contexts include generalist or specialist work activities such as developing client services coordinating financial resources providing human resource services conducting investigations letting contracts etc

Assessment methods should reflect workplace demands such as literacy and the needs of particular groups such as

people with disabilities

people from culturally and linguistically diverse backgrounds

Aboriginal and Torres Strait Islander people

women

young people

older people

people in rural and remote locations

Assessment methods suitable for valid and reliable assessment of this competency may include but are not limited to a combination of or more of

case studies

portfolios

questioning

scenarios

simulation or role plays

authenticated evidence from the workplace andor training courses

For consistency of assessment

Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments


Range Statement

The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here.

Consequences of unethical behaviour may include:

disciplinary action

transfer

demotion

dismissal

legal liability

that outlined in legislation, policy and/or guidelines

Ethics standards may include:

public sector standards

standards referred to in State/Territory/Commonwealth legislation

codes of ethics

organisational codes of conduct

organisational mission and values statements

organisational procedures/guidelines

government policy

professional standards

Legislation and guidelines may include:

legislation for public sector management

freedom of information legislation

privacy legislation

equal employment opportunity and anti-discrimination law

public sector standards

equity guidelines

workplace diversity guidelines

Ministerial directions

State/Territory/Commonwealth codes of ethics

organisational codes of conduct

organisational mission and values statements

organisational policy, procedures/guidelines

government policy

legal precedents

Referrals of ethical problems may be made to:

line management

human resources

workplace relations officer

grievance officer

chief executive officer

public service commissioner

public sector standards body

organisational ethics committee

internal grievance mechanisms

confidant programs (whistleblower protection programs)

organisational professional reporting procedures

unions and professional bodies

ombudsman

Ethical problems which may need to be referred rather than resolved at this level may include:

conflict between public sector standards and personal values

conflict between public sector standards and other standards such as professional standards

conflict between public sector standards and directions of a senior officer or Minister

tension between two 'rights' for example, the right to privacy versus the right to freedom of information

conflict regarding issues of personal and organisational intellectual property

Conflicts of interest may include:

perceived, potential and actual conflicts

bribery

improper use of official information

offers of gifts, entertainment

outside employment

intellectual property

favours for friends, relatives and others

memberships of organisations

political activity

pecuniary and non-pecuniary conflicts

conflicts relating to tendering and contracting

Principles of procedural fairness may include:

the right to be heard/put your case

the right to be informed of a complaint or case against you

the right to be advised of the outcome/recommendations of an investigation involving you

the right to know reasons for decisions affecting you

the right to privacy

the right to representation

the right to remain silent

the decision maker should not be a judge in his/her own cause

in accordance with the law

Unethical conduct may include:

fraud, corruption, maladministration and waste

unauthorised access to and use of information, money/finances, vehicles, equipment, resources

improper public comment on matters relating to the government and/or the organisation

falsifying records

giving false testimonials

dishonesty

improper use of telephones, credit cards, frequent flyer points, email and Internet

extravagant or wasteful practices

personal favours, preferential treatment

putting barriers in place, hindering, blocking action

compromising behaviour including sexual harassment

directing others to act unethically

oppressive/coercive management decisions

resorting to illegality to obtain evidence

Actions relating to the reporting of unethical conduct may include:

protection and support of those reporting unethical conduct

informal, low key investigation and evidence gathering to confirm allegations

referral to authority identified in guidelines

use of confidant programs such as whistleblower protection programs or organisational professional reporting procedures