Public Sector Bill 2022
Bill Story
The journey of this bill through Parliament, including debate and recorded votes.
Referred to Economics and Governance Committee
▸6 members spoke2 support4 mixed
Supported the bills implementing Coaldrake recommendations on integrity and public sector reform.
“We take those recommendations and act on them.”— 2022-11-30View Hansard
Criticised the government's integrity record while acknowledging some reforms were needed, arguing the government was dragged to these reforms.
“No amount of law changes and no amount of reviews will change the culture of the Palaszczuk government because they have stopped listening to Queenslanders.”— 2022-11-30View Hansard
Strongly supported the bills, defending public servants and attacking the LNP's record on public service cuts.
“This bill introduces security, recognition and support for public servants.”— 2022-11-30View Hansard
Raised concerns about aspects of the bills while supporting integrity reforms in principle.
“We support genuine integrity measures.”— 2022-11-30View Hansard
Supported integrity reforms while criticising the government's broader record.
“Integrity in government is essential.”— 2022-11-30View Hansard
Raised concerns about government integrity while supporting reforms.
“The government must be held accountable.”— 2022-11-30View Hansard
Plain English Summary
Overview
This bill replaces the Public Service Act 2008 with a modernised framework for Queensland's entire public sector. It implements recommendations from the Bridgman Review and Coaldrake Report to strengthen employment security, promote equity and diversity, support the government's relationship with Aboriginal and Torres Strait Islander peoples, and improve public sector governance.
Who it affects
All Queensland public sector employees gain clearer employment rights and protections. Temporary and casual workers benefit most with new pathways to permanent employment. Chief executives face increased accountability measures.
Employment security and conversion rights
The bill strengthens protections for permanent employment and creates new rights for temporary and casual workers. After one year, non-permanent employees can request a review of their employment status, with compulsory employer-initiated reviews after two years.
- Non-permanent employees can request conversion to permanent after 12 months continuous employment
- Chief executives must conduct compulsory employment status reviews after 2 years
- Employment on a permanent basis is the default unless temporary or casual work is genuinely needed
- Employees acting at higher classification levels can request permanent appointment after 12 months
First Nations relationship and cultural capability
Creates new obligations for government agencies to support the reframing of the State's relationship with Aboriginal and Torres Strait Islander peoples. Departments and health services must develop cultural capability plans and conduct annual audits.
- Public sector entities must recognise Aboriginal and Torres Strait Islander peoples as first peoples and support self-determination
- Departments, hospital and health services, and police must create 'reframing the relationship' plans
- Annual audits required on cultural capability progress
- Chief executives personally responsible for implementing cultural capability outcomes
Equity, diversity and inclusion
Establishes a comprehensive framework requiring chief executives to actively promote equity and diversity. Agencies must create plans, conduct audits, and report on progress in employing people from diversity target groups.
- Mandatory equity and diversity plans for all public sector entities with employees
- Annual audits and reports on workforce diversity
- Public Sector Commissioner or Special Commissioner can request information and make recommendations
- Requirements extend to promoting a culture of respect and inclusion, including for LGBTIQ+ employees
Public sector governance reform
Creates new governance structures including the Public Sector Governance Council as the central oversight body. Strengthens independence of integrity bodies like the Crime and Corruption Commission and Ombudsman by excluding them from the Act's scope.
- Public Sector Governance Council established with internal and external (community) members
- Chief executive appointments limited to five-year terms
- Core integrity bodies (CCC, Ombudsman, Integrity Commissioner) excluded from the Act to protect independence
- New public sector review powers for investigating administration and management issues
Unified disciplinary framework
Creates a single disciplinary framework for all public sector employees, replacing separate schemes that existed in the Ambulance Service Act and Fire and Emergency Services Act. Emphasises positive performance management before disciplinary action.
- Single disciplinary framework applies across the entire public sector
- Ambulance and fire service officers now covered by this Act rather than separate schemes
- Positive performance management principles must be applied before disciplinary action
- Appeals heard by Queensland Industrial Relations Commission