Purpose and Objectives
The purpose of the Policy is to:
- Describe Company commitment to establishing and maintaining an integrity culture; and
- Improve understanding of Company integrity standards and the manner in which it will strive to attain them
Scope/Coverage
The Integrity Management Policy (the Policy) applies to the conduct of all Company Management and employees. Further, to the extent that legislation requires or permits, the policy also applies to the conduct of all contractors, consultants and volunteers working with the Company.
Policy Statement
Integrity Management
Company will maintain an Integrity Management Policy that summarises the ways it seeks to maintain integrity and legislative compliance.
Organisational Culture
Company promotes an organisational culture of integrity, enabling appropriate responses to moral or legal issues that inevitably arise as Council does business.
The organisation accepts that:
- There is an intrinsic connection between a culture of integrity in its organisation and the reduction of the incidence of misconduct;
- A culture of integrity depends upon both a commitment to act with integrity and the capacity to act with integrity; and
- The capacity to act with integrity exists through the creation of a policy which guides employees, contractors, consultants and volunteers of Council on standards of behaviour, attitudes and beliefs.
Commitment
Responsibility and Accountability
While management must provide leadership and lead by example, all employees, contractors, consultants and volunteers must take responsibility for behaving with integrity at all times. A strong sense of personal moral responsibility is an excellent foundation for behaving with integrity. However, in order to have a culture of integrity, it must embed a common set of organisational values in order to influence and guide managerial and operational decision-making.
Codes of Conduct
Company must commit itself to maintaining relevant codes of conduct and ensure legislative expectations are drawn to the attention of all employees and volunteers.
Balancing Competing Responsibilities
In adopting organisational values, Company acknowledges that others may hold strong competing sets of values, such as an unwillingness to ‘dob in’ mates. In implementing the organisational values Company will assist others to balance their competing responsibilities in a way which respects any existing ethical commitments or duties.
Training
Company commits to providing all employees and volunteers with relevant, appropriate and regular training on all aspects of organisational integrity. Training will ensure that the organisation’s commitment to organisational integrity and the expectations which are placed on individuals to act accordingly are clearly understood. Training in this area will include, but will not be limited to:
- Code of Conduct;
- Complaints management;
- Fraud control;
- Official misconduct; and
- Ethical decision making.
Related Policy Documents
Company maintains various policy documents to facilitate compliance with legislated integrity matters, including but not limited to:
- Administrative Action Complaints Management Policy and Procedure;
- Public Interest Disclosure Policy and Procedure; and
- Internal Audit Plan.
Structures
Company accepts that in a culture of integrity, ethical standards must permeate every level of its operations. Council’s internal management structures:
Promote ethical behaviour at every level:
- Provide dedicated resources to promoting ethical behaviour; and
- Ensure that issues are appropriately reported and investigated.
As and when necessary, the organisation may use independent employees or external agencies to investigate complaints in accordance with the Investigation Procedure.
Company will ensure that its Business Improvement (Audit) Committee is maintained and well informed so that it may assist the Mayor and management maintain integrity standards.
Contractors
Company recognises that contractors and consultants may not be legislatively required to meet the same standards of integrity. Appropriate provisions will be included in contract documents to ensure all contractors are aware of and meet the required integrity standards.
Litigation
In all types of litigation Company will strive to be a model litigant in accordance with the Model Litigant Principles set out by the Department of the Attorney General and Justice.
Compliance
Company is charged with the responsibility of enforcing compliance with a range of provisions in legislation and local laws. Council commits to diligence and consistency in carrying out this responsibility in the interests of the community. Company will make local laws, conduct reviews of local laws, and repeal unnecessary local laws where necessary.
Assistance to Complainants
Where an internal or external complainant identifies a perceived or ‘real’ failure in the organisation’s processes, systems or performance. Company is committed to providing reasonable assistance to the complainant to make their complaint. For example, provide access or links to required forms on its website.
Communication
Appropriate communication methods including, but not limited to, its intranet, employee meetings, training and toolbox meetings, will be used to:
- Provide regular updates to employees on ethical issues; and
- Provide access to information about ethical issues.
Through these means, Company will also identify clear pathways for ethical issues to be reported or discussed.
Records
Company will maintain record keeping systems and ensure that appropriate levels of confidentiality of records are maintained, to encourage internal and external confidence in its ability to deal with integrity issues.