The SA Public Sector
Workplace
Wellbeing
Framework
Mutual
Obligations
Support
and
Wellbeing
Consultation
and
Cooperation
Minister for Industrial Relations
Foreword
...an integrated
approach to
foster health and
wellbeing...
...optimising
the way in which
our workplaces
function...
The SA public sector is the largest and most diverse employer in this state,
delivering a wide range of services throughout South Australia. The health
and wellbeing of the SA public sector workforce is crucial for the effective
delivery of these services.
Mutual
Obligations
The SA Public Sector Workplace Wellbeing Framework has been developed
from extensive national and international research evidence and provides an
integrated policy approach that fosters the wellbeing and safety of the
public sector workforce under South Australia’s Strategic Plan.
The Workplace Wellbeing Framework enjoins managers and employees to
work together to optimise the way in which our workplaces function. It is
designed so that more strategic and integrated approaches to the
identification of health and wellbeing risks are adopted. This includes a
focus not only on the immediate and more obvious risks, but also the longterm risks that are more difficult to detect and therefore to address. These
risks can have a significant effect on workforce health and wellbeing, and
consequently, on the ability of the public sector to deliver services to the
community.
The South Australian Government is committed to ensuring the health and
wellbeing of its public sector workforce. I would urge all managers and
employees to consider the Workplace Wellbeing Framework and how each
of us can apply this to making our working lives better and safer for our
colleagues and ourselves in delivering public sector services.
Hon Paul Holloway MLC
Minister for Industrial Relations
Support
and
Wellbeing
Consultation
and
Cooperation
The SA Public Sector Workplace Wellbeing Framework
Management Capability & Responsibility
recruitment
and retention
professional
development
role
clarity
encourage
cohesive
workplaces
input to role
definition
manage
work levels
appropriate
workplace
interaction
monitor own
performance
participate
in change
management
recognition
and rewards
flexible
work
practices
Mutual Obligations
monitor own
work levels
effort
and loyalty
Cooperation
Consultation
own learning
objectives
manage
change
Support and
Wellbeing
Mutual Obligations
appropriate
job choice
manage
performance
work-life
balance
Employee Capability & Responsibility
© Government of South Australia. Published 2010
Public Sector Workforce Wellbeing (DPC)
5
3
The SA Public Sector Workplace
Wellbeing Framework (the “Wellbeing
Framework”) aims to promote public
sector workforce practices that support
workplace health and wellbeing, and
achieve improved workforce and business
outcomes.
It is intended to be a practical framework
that will enable public sector agencies to
determine their specific areas of focus
and possible interventions within the
context of their strategic human resource
and operational frameworks.
Three key principles
underpin the
Wellbeing Framework and are essential to the
achievement of workplace health and wellbeing.
These are:
• Mutual obligations of the employer and
employee, which are instrumental to the
achievement of organisational objectives.
• Consultative and cooperative mechanisms,
which allow for effective communication and
the resolution of workplace issues.
• Supportive workplaces offering practical
support to enable the achievement of
workplace objectives, and emotional support to
facilitate personal achievements and team
cohesion.
Each of the principles underpinning the Wellbeing
Framework are fundamental to
five core elements within the Model
contributing to a positive working environment:
• Management of work demands through
consultation between the manager and the
employee providing a mechanism for addressing
workload, work patterns and the work
environment. This also provides employees with
a level of control over their job.
• Role clarity provided by the manager through
consultation enables the employee to contribute
to their role definition and participate in the
manner in which the work is performed.
• Creation of cohesive workplaces by establishing
a standard of respectful behaviour at work
between management and employees and
between co-workers.
• Effective management of organisational change
through appropriate participation and
consultation during periods of planned change.
• The management of performance and feedback
in the context of work providing acknowledgment
of an employee’s contribution and contributing to
their professional development and the
achievement of personal and business goals.
The Wellbeing Framework is couched within a
broader organisational context in which the
outcomes of workplace wellbeing, namely an
engaged workforce, result in optimal levels of job
satisfaction and motivation in which innovation and
productivity are realised.
The SA Public Sector Workplace Wellbeing Framework
1
A key feature of the Wellbeing Framework, that of
mutual obligations of both employers and employees in
the workplace, is governed by legislative and regulatory
obligations, which also provides a basis for the
development and implementation of binding policies and
procedures, codes of conduct and internal rules and
norms for behaviour, such as:
• Expected standards and behaviours in relation to
service and performance;
• Respectful behaviour;
• Responsibilities to cooperate in ensuring that
workplaces are safe from injury and risks to health;
• Responding to workers rehabilitation and
compensation requirements;
• Removing impediments caused by unlawful
interpersonal behaviours at work to employees
achieving their personal and career goals.
It provides a foundation for positive interaction between
management and employees about all aspects of work
and helps to create more fulfilling jobs that are
characterised by autonomy and opportunities for full
social engagement and participation. This in turn can
protect people from some of the adverse aspects of the
workplace directly impacting on health and wellbeing and
is more likely therefore to reduce withdrawal and other
negative adaptive behaviours, enhance team-based
performance and reduce injury and general workers
compensation claim propensity.
The full SA Public Sector Workplace Wellbeing document
is available on the Public Sector Workforce Relations
website www.pswr.sa.gov.au, which also provides a
range of tools to support the implementation of the
Wellbeing Framework.