Principle 6: People

The organisation's leadership in people management contributes to individual and organisational achievements.

In order to ensure effectiveness and efficiency of its operations, it is important for an organisation to have effective systems for managing its workforce and individual employees.  This encompasses fair, transparent and equal treatment of employees, as well as comprehensive strategies to motivate and lead people and promote personal development.

Operational element Requirements to achieve organisational performance and accountability Additional resources
6.1  Policies enable the attraction, retention and management of people

Equal Opportunity Act 1984

 

Commissioner's Instruction No.1: Employment Standard

Commissioner's Instruction No 2: Filling a public sector vacancy

 

 

Agency’s human resource management policies

CEO performance agreement

 

 

Equal Opportunity Commission: Resources for substantive equality

 

 

Public Sector Commissioner's Circular: 2013-04 EEO Management Plans and Workforce Planning in the Public Sector

 

 

Public Sector Commissioner's Circular: 2009-07 Govt Advertising and Communications Policy

6.2  Plans ensure that processes, decisions and actions are based on the principles of fairness, equity and diversity, and are consistent, transparent, impartial and open for review

Public Sector Management Act 1994

 

Equal Opportunity Act 1984

 

Framework for executive classifications

Public Sector Commission workforce planning toolkit
6.3  People management frameworks cover the whole employment continuum

Industrial Relations Act 1979 (Part II, Divisions 2A and 2B)

 

Occupation Safety and Health Act 1984

 

Workers' Compensation and Injury Management Act 1981

 

Public Sector Commissioner's Circular: 2012 – 05 Code of Practice - Occupational Safety and Health in the Western Australian Public Sector

Public Sector Commission workforce planning toolkit

 

Safety, health and injury management for the Western Australian

 

The policy framework for substantive equality

 

Department of Commerce: Government Administration

6.4  Structured procedures are in place to monitor adherence to human resource policies and processes

Public Sector Management Act 1994 (section 9 and 21)

 

Public Sector Management (Breaches of Public Sector Standards) Regulations 2005

 
6.5  Feedback processes identify issues in people management practices

Public Sector Commission: Employee perceptions survey

 

Public sector standards in human resource management – Performance management standard

Australian Public Service Commission: Sharpening the focus: Managing performance in the APS
Reporting

Financial Management Act 2006

 

Public Interest Disclosure Act 2003

 

Public Sector Commissioner's Circular: 2012 – 05 Code of Practice - Occupational Safety and Health in the Western Australian Public Sector

 

Commissioner's Instruction No. 6 – Workforce data reporting obligations

 

Annual reporting framework

 

 


Page last updated 3 November 2015