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Conduct and performance data

Under Section 88N of the Public Service Act 2008 (PDF, 1.17MB), the Public Service Commission (PSC) is required to publish information annually about the number, types, and management of work performance matters for each agency. This includes timeframes and outcomes. Individual cases are de-identified.

Queensland public servants occupy a position of trust and undertake important work on behalf of the government and the community. There is an expectation that all public sector employees will be accountable and maintain high standards of ethical behaviour.

Good workforce management practices are central to an organisation's capacity to deliver the best possible service to our customers. Performance and conduct management are essential elements of a productive and accountable public sector.

Making this information publicly available supports the principles of transparency and accountability inherent in the Westminster system of government.

Management

The PSC supports agencies to manage employee conduct and work performance through the Conduct and Performance Excellence (CaPE) service. Investigating, managing and reporting on poor performance and conduct demonstrates the Government's commitment to a highly professional public sector focused on delivering the best possible services to the people of Queensland.

Performance and conduct management are essential elements of a productive and accountable public sector.

These standards of ethical behaviour are set out in:

Reviews

The Public Service Act 2008 allows the PSC to systematically review agencies' handling of work performance matters. This can happen when the Commission Chief Executive considers a review would:

  • improve the agency's handling of work performance matters

or

  • resolve a current work performance matter.

Data collection

Every quarter agencies provide data to Cape about conduct and performance matters. This allows agencies and CaPE to:

  • identify and analyse trends
  • identify opportunities for capability development
  • identify good practice and opportunities for improvement
  • identify conduct and performance matters where agency leaders or CaPE need to intervene to ensure they are resolved in a timely and proportionate way
  • support evidence-based planning and decision-making
  • better manage employee conduct and work performance matters.

Agencies provide data on:

  • conduct and performance management - number, category (Categories 2 and 3), action to be taken, details of investigations, costs, duration, and outcomes
  • suspensions - number, type, duration, costs, reasons, and outcomes
  • discipline cases - number, timeframe, grounds, and outcomes.

Access the Conduct and Performance matters reporting guide (PDF, 397 KB)

Agencies complete their reporting process using the CaPE case categorisation framework (PDF, 360 KB). CaPE does not collect data about Category 1 matters, which are the least serious. Category 1 matters are assessed and managed within agencies as part of normal line-management responsibilities.

The benchmarks are a guide - all timeframes specified are maximum acceptable benchmarks. However, all cases should be managed in a timely manner and agencies are expected to reach targets over time. The benchmarks are outlined in the CaPE case categorisation framework.

Excluded organisations

These employees are not included because the Public Service Act 2008 does not apply to them or are included in data as part of a parent agency:

  • Queensland Museum
  • State Library
  • Queensland Art Gallery
  • Trade and Investment QLD
  • Office of the Inspector-General of Emergency Management
  • TAFE QLD.

Uniformed police officers are excluded from this annual report because:

  • police disciplinary matters are dealt with internally or are referred to the Crime and Corruption Commission
  • they are not covered by the Public Service Act 2008 provisions, which authorise the PSC to collect the data.