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Positive management foundations

Find out what you need to know to start positively managing employees.

You have powers under legislation which give you the authority to act, manage and lead your team. You must have a good understanding of this legislation and how it supports you.

Public Service Act 2008

The Public Service Act 2008 provides for the administration of the public service and the employment and management of public service employees.

You must ensure your employees comply with work performance and conduct principles and take appropriate action to address performance or conduct issues.

Public Sector Ethics Act 1994

The Public Service Ethics Act 1994 outlines the ethical obligations of employees in the public service. It provides the legislative basis for the Queensland Government code of conduct.

You must ensure your employees are educated about public sector ethics as part of their induction, and at regular intervals during their employment.

Public Interest Disclosure Act 2010

The Public Interest Disclosure Act 2012 provides a way for people to safely disclose information about serious wrongdoing in government.

An employee might need to provide a public interest disclosure. You’ll need to understand what you need to do in this situation.

Human Rights Act 2019

The Human Rights Act 2019 lists 23 rights to be protected by law, places obligations on public entities to act compatibly with human rights, and provides for a complaint resolution process through the Human Rights Commission.

You and your employees must consider human rights in every decision you make and in every interaction within the community.

Anti-Discrimination Act 1991

The Anti-Discrimination Act 1991 protects people in Queensland from unfair discrimination, sexual harassment and other objectionable conduct.

You must positively manage and develop your employees as outlined in section 25 of the Public Service Act 2008.

Positive performance management helps employees identify their development needs and assists them in achieving their performance goals. It establishes role expectation, provides goal clarity, gives purpose and meaning, and aligns employees to organisational requirements.

Positive management is pro-actively:

  • developing an employee personally and professionally
  • engaging in regular and constructive communication
  • recognising an employee’s strengths and valuing their contributions
  • recognising performance that meets or exceeds expectations
  • identifying performance that does not meet expectations early
  • supporting employees to improve performance
  • facilitating training and development opportunities.

See the Positive performance management directive for more.

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