4.1 Conduct, Ethics and Fraud Training in Canberra

APS Employees and Contractors

• Complete DFAT’s Accountable & Ethical Decision Making e-learning module at induction and every three years

HOMs/DHOMs/SAOs/Heads of STOs pre-posting

• Arrange and attend one on one briefing with EES

4.1.1 The Ethics, Integrity and Professional Standards (EES) provides conduct, ethics and fraud training to APS and contractors in Canberra. The Essentials Suite is mandatory for all employees at induction, before a long-term posting overseas (APS only) and once every 12 months. APS employees can enroll in the course via Lumi. Contractors with Lumi access and those issued with a security pass should complete the Essentials Suite training as soon as possible following their engagement with the department and once every 12 months. The contract manager should arrange this training.

4.1.2 EES also provides one-on-one pre-posting conduct, ethics and fraud briefings for outgoing HOMs/HOPs, DHOMs/DHOPs, SAOs and heads of state/territory offices. These briefings are mandatory and form part of the pre-posting briefing and can be arranged by contacting EES at conduct@dfat.gov.au.

4.2 Conduct, Ethics and Fraud Training at Posts and State/Territory Offices

4.2.1 EES provides conduct, ethics and fraud training at posts and state/territory offices as opportunities allow. Posts and state/territory offices should nevertheless ensure that all staff with Lumi access have completed the Accountable and Ethical Decision Making E- Learning Module. A specific module for LES staff is available. All employees at posts and state/territory offices should have conduct, ethics and fraud training at least once every three years. A conduct, ethics and fraud training component should be included in the induction training for all new employees at posts and state/territory offices. EES can provide department-tailored conduct, ethics and fraud training tools to posts and state/territory offices.

4.3 Conduct and Ethics Training Tools

4.3.1 In addition to the policies and case studies contained in this Manual, "What Do We Mean By Ethics?" (a discussion paper prepared by EES) and the ReFLECT Model for Decision-Making (a system developed by the Australian Public Service Commission) are tools which work units can use to guide discussion on conduct and ethics issues.

The ReFLECT Model of Decision-Making

Re 1. Recognise a potential issue or problem

Ask yourself:

• do I have a gut feeling that something is not right? Do I feel this is a risky situation?

Recognise the situation as one that may involve tensions:

• between two or more parts of the relevant Code of Conduct; between the relevant Code of Conduct and personal values.

F 2. Find relevant information

Find the relevant information and gather the facts:

• what was the trigger and what are the circumstances? Identify the relevant legislation, policies and guidance; identify the rights and responsibilities of relevant stakeholders; identify any precedents or previous decisions.

L 3. Linger at the "Fork in the Road"

Linger at the "Fork in the Road"; pause to consult:

• supervisors and managers; Ethics, Integrity and Professional Standards Section; respected colleagues or peers; or support services–remember privacy.

Talk it through; use intuition and analysis; listen and reflect.

E 4. Evaluate the options

Evaluate options; identify consequences; look at the processes:

• identify the risks; discard unrealistic options; apply the accountability test–would the decision stand up to public scrutiny/independent review? be prepared to explain the reasons for your decision.

C 5. Come to a decision

Come to a decision

• act on it and make a record if necessary.

T 6. Take time to reflect

Take time to reflect and review

• how did it turn out for all concerned? learn from your decision; if you had to do it all over again, what would you do differently?