Page 1724 - Week 05 - Tuesday, 1 May 2012
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policies and procedures relating to the prevention of bullying and harassment, implementing a targeted professional development program and building staff confidence in the complaints process.
As an early indication of the work undertaken by the improvement action group, I have tabled here today a precis progress report for the information of members.
I make it clear that this plan is not just about doing. It is also about measuring the impact of the strategies so that I can have confidence that the actions taken are bringing about the changes required. The confidence of staff will be tested regularly with a baseline assessment of CIT cultures and staff perceptions.
The actions taken by CIT will be of an ongoing and sustainable nature. I will continue to work with them to ensure that there is continued progress in implementing new work safety laws. I will ensure through the weekly reports that appropriate governance and accountability arrangements for work health and safety are in place; that sustainable systems and work practices for responding to complaints and work health and safety issues are implemented; and that strategies that continue to build positive work cultures within CIT are ongoing.
I am encouraged by the readiness already demonstrated by the chief executive of the CIT in his commitment to entrench work safety and the principles of respect, equity and diversity in every corner of CIT.
Where issues, complaints or risks have been identified, I expect CIT to have in place robust mechanisms to eliminate or reduce the risk of workplace bullying and harassment. Every worker has the right to be safe in their workplace. In the event that a staff member has concerns, they have a right to have their concerns heard. Everyone in the workplace deserves to be treated with respect and courtesy.
I have set clear expectations of CIT’s obligation to prevent work bullying. I expect all CIT staff to model respect and courtesy; actively endorse the ACTPS respect at work policy and operationalise the preventing work bullying guidelines; and promote the ACT public service values and code of ethics and conduct.
I turn now to the process by which individual complaints will be handled. CIT has commenced immediate action and is developing a comprehensive plan to address the identified deficiencies in its systems, policies and practices. To begin, all matters and complaints regarding bullying and harassment that have not previously been reviewed or identified at CIT are to be referred to the executive director, Governance and Executive Services at CIT to ensure proper process is followed. The Commissioner for Public Administration will continue to investigate systemic issues and other matters previously reviewed or investigated by CIT. CIT will also provide all necessary support and information to the Commissioner for Public Administration to assist in the resolution of matters under the jurisdiction of that office.
I am advised that, since the issuing of my direction on 12 April, an additional six matters have been reported to the Commissioner for Public Administration. Appropriate action will be taken against individuals found to be in breach of
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