Comply with conduct and performance obligations

Public service employment is to be directed towards promoting best practice human resource management, including through the application of the positive performance management principles set out in section 25A of the Public Service Act 2008 (PS Act).

As an employee or manager working for the Queensland Government, you have a responsibility to promote excellent conduct and high performance. As a manager, you have additional responsibilities in managing the personal conduct and work performance of employees.

Employees' responsibilities

Queensland Government employees have responsibilities under the Public Service Act 2008 (section 26), the Public Sector Ethics Act 1994 and the Code of Conduct for the Queensland Public Service. We hold positions of public trust and this legislation and code set clear requirements for our work performance and personal conduct (behaviours).

The Public Sector Ethics Act 1994 outlines the ethical obligations of employees within the Queensland public service:

  • Integrity and impartiality
  • Promoting the public good
  • Commitment to the system of government
  • Accountability and transparency

Managers' responsibilities

Under the Public Service Act 2008, a manager is any government employee whose duties involve managing others. Managers must make sure the people they supervise know and understand:

  • the work performance and personal conduct required of them
  • the values of Queensland Government and the employee's department
  • what corrupt conduct is.

Managers must also:

  • proactively manage the work performance and personal conduct of the employees they supervise
  • manage in accordance with the positive performance principles in section 25A of the PS Act
  • act promptly and appropriately on any unacceptable work performance or personal conduct.

Failure to carry out these responsibilities may result in disciplinary action.

Tips for managers

  • Set time as soon as possible to talk to the people you supervise about performance and conduct requirements.
  • Communicate regularly, openly and constructively with staff members about their performance.
  • Have systems in place to monitor performance.
  • Promote and recognise high performance.
  • Deal with inappropriate personal conduct or poor performance in a timely and supportive manner that is directed to the positive performance management principles and takes into account factors (work and non-work related issues) that may be affecting the employee.
  • Seek advice from your human resource team.

More information