{ "entity_id": "S-NSW-061", "folder": "Public-Service-Commission", "name": "Public Service Commission", "type": "Statutory Authority", "jurisdiction": "NSW", "portfolio": "", "website": "https://www.psc.nsw.gov.au/", "data_status": "partial", "completeness": { "has_strategy_brief": false, "has_strategy_structured": true, "has_vision": false, "has_kpi_targets": false, "has_kpi_results": false, "has_strategy_overview": true, "has_legislation_text": true, "has_legislation_structured": false, "has_global_initiatives_text": false, "has_ideas": true, "has_artifacts": true, "n_ideas": 12, "n_legislation": 0, "n_artifacts": 3, "n_kpi_targets": 0, "n_kpi_results": 0, "n_outcomes": 0, "verified_own_data": true }, "strategy_profile": { "status": "needs_review", "confidence": "medium", "summary": "", "official_site_url": "https://www.psc.nsw.gov.au/", "source_documents": [ { "type": "annual_report", "title": "Annual Report", "url": "https://www.psc.nsw.gov.au/assets/psc/Annual-Report-23-24-web.pdf", "period": "recent", "confidence": "high" } ], "purpose": null, "vision": null, "strategic_priorities": [], "values": [], "outcomes": [], "performance_measures": [], "document_alignment_terms": { "must_support": [], "watch_terms": [], "avoid_claiming_without_evidence": [] }, "review_note": "Structured strategy exists but is incomplete." }, "strategy_brief_md": null, "strategy_overview_evidence_md": null, "internal_strategy_evidence_md": "# Public Service Commission - Strategy, Performance, and Operating Profile\n\n**Generated at**: 2026-05-09T22:43:28.679317+00:00\n**Entity ID**: S-NSW-061\n**Entity type**: Statutory Authority\n**Jurisdiction**: NSW\n**Portfolio**: \n**Website**: https://www.psc.nsw.gov.au/\n\n> Draft generated from scraped source material. Treat this as an evidence pack for editorial review, not a final judgement.\n\n## Source Coverage\n\n| Source type | Count |\n|---|---:|\n| other-pdfs | 2 |\n| pages | 10 |\n\n## Executive Readout\n\n### Purpose\n\n- The change cycle\nView summary\neast\nStage 1: Explore\nExplore organisational needs to identify whether a restructure is the right solution\neast\nStage 2: Scope\nIdentify the objectives, scope, and desired outcomes for the restructure\neast\nStage 3: Plan\nPlan the approach to the restructure, including how you will resource, design and collaborate\neast\nStage 4: Design\nDevelop the organisational design and implementation plan\neast\nStage 5: Implement\nImplement the new structure and any associated changes\neast\nStage 6: Embed\nMonitor and evaluate the success of the restructure and readjust to make change stick\neast\nChallenges of a Machinery of Government\nBecause of the unique challenges posed by a Machinery of Government change (MoG), they don’t always allow for the ideal change management approach.\n Source: `pages/structure.html (https://www.psc.nsw.gov.au/workforce-management/organisation-and-role-design)`\n- Code of ethics and conduct review\nRelease: early 2024\nWe are undertaking a substantial review of the Code of Ethics and Conduct for NSW government sector employees to ensure it is fit for purpose and in line with changes to the GSE Act.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- Since 2013, the drivers for collaboration in this sector to improve customer, delivery and community outcomes have been given fresh impetus by the Government’s commissioning and contestabi\neast\nDoing Things Differently Report\nThis 2014 publication details research commissioned by the PSC Advisory Board that will enable NSW public sector agencies to improve productivity, and the measurement of customer satisfaction and take a more collaborative approach to the way they provide\neast\nEthics Stocktake report\nIn 2012, the Commission engaged the St James Ethics Centre to conduct a stocktake of ethics issues, policies and control systems in NSW public sector agencies.\n Source: `pages/publications-index.html (https://www.psc.nsw.gov.au/reports-and-data/other-publications)`\n- Explore Scope Plan\nExplore organisational\nIdentify the objectives, scope, Plan how you will resource,\nneeds to identify whether a\nand desired outcomes for the design and collaborate on\nrestructure is the right\nrestructure the restructure\nsolution, at the right time\nEmbed Implement Design\nMonitor and evaluate the\nDevelop the organisational\nsuccess of the restructure Place employees into roles in\ndesign and implementation\nand readjust to make the the new structure\nplan\nchange stick\nYou can find further tools and information about psc.nsw.gov.au\nmanaging restructures on our website at\n Source: `other-pdfs/Infographic-Restructuring_-The-cycle-of-change.pdf (https://www.psc.nsw.gov.au/assets/psc/Infographic-Restructuring_-The-cycle-of-change.pdf)`\n\n### Role and Functions\n\n- Listen\nPopular links\nThe NSW public sector capability framework\nRecruitment for the public sector\nEquity and diversity in the public sector\nEthics hub for the public sector\nNSW senior executives\nOffice of the Public Service Commissioner resources\nWhat we do\nThe work of the Office of the Public Service Commissioner (OPSC) aligns with the Commissioner’s functions under the\nGovernment Sector Employment Act 2013\n.\n Source: `pages/about.html (https://www.psc.nsw.gov.au/about-us)`\n- The change cycle\nView summary\neast\nStage 1: Explore\nExplore organisational needs to identify whether a restructure is the right solution\neast\nStage 2: Scope\nIdentify the objectives, scope, and desired outcomes for the restructure\neast\nStage 3: Plan\nPlan the approach to the restructure, including how you will resource, design and collaborate\neast\nStage 4: Design\nDevelop the organisational design and implementation plan\neast\nStage 5: Implement\nImplement the new structure and any associated changes\neast\nStage 6: Embed\nMonitor and evaluate the success of the restructure and readjust to make change stick\neast\nChallenges of a Machinery of Government\nBecause of the unique challenges posed by a Machinery of Government change (MoG), they don’t always allow for the ideal change management approach.\n Source: `pages/structure.html (https://www.psc.nsw.gov.au/workforce-management/organisation-and-role-design)`\n- You can use the framework to:\ndesign roles and write clear role descriptions\nrecruit and promote staff\nsupport performance development\nmove staff between roles\nplan learning and development\nguide career planning conversations\nplan and manage your workforce.\n Source: `pages/strategies-index.html (https://www.psc.nsw.gov.au/workforce-management/capability-framework)`\n- A NSW Government website\nNSW Government\nPublic Service Commission\nmenu\nOpen\nMenu\nsearch\nShow\nSearch\nSearch site for:\nsearch\nSearch\nclose\nClose search\nOur priorities\nThese are the priority programs, resources, reports, events, and surveys we are developing and sharing with the sector over the 2023-2024 financial year.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- Learn more about our work on cultural diversity\neast\nAsset management occupation specific capability set\nSeptember 2023\nOccupation specific capability sets are designed to be used with the NSW Public Sector Capability Framework to provide a fuller description of the capabilities required to perform in a professional role.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- [pages 1,2]\n[Page 1]\nfor a successful\n4\nrestructure\nTips\nConsider whether a restructure is the right choice.\n Source: `other-pdfs/Infographic-4-tips-for-a-successful-restructure.pdf (https://www.psc.nsw.gov.au/assets/psc/Infographic-4-tips-for-a-successful-restructure.pdf)`\n\n### Strategic Priorities\n\n- A NSW Government website\nNSW Government\nPublic Service Commission\nmenu\nOpen\nMenu\nsearch\nShow\nSearch\nSearch site for:\nsearch\nSearch\nclose\nClose search\nOur priorities\nThese are the priority programs, resources, reports, events, and surveys we are developing and sharing with the sector over the 2023-2024 financial year.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- The change cycle\nView summary\neast\nStage 1: Explore\nExplore organisational needs to identify whether a restructure is the right solution\neast\nStage 2: Scope\nIdentify the objectives, scope, and desired outcomes for the restructure\neast\nStage 3: Plan\nPlan the approach to the restructure, including how you will resource, design and collaborate\neast\nStage 4: Design\nDevelop the organisational design and implementation plan\neast\nStage 5: Implement\nImplement the new structure and any associated changes\neast\nStage 6: Embed\nMonitor and evaluate the success of the restructure and readjust to make change stick\neast\nChallenges of a Machinery of Government\nBecause of the unique challenges posed by a Machinery of Government change (MoG), they don’t always allow for the ideal change management approach.\n Source: `pages/structure.html (https://www.psc.nsw.gov.au/workforce-management/organisation-and-role-design)`\n- [pages 1,2]\n[Page 1]\nfor a successful\n4\nrestructure\nTips\nConsider whether a restructure is the right choice.\n Source: `other-pdfs/Infographic-4-tips-for-a-successful-restructure.pdf (https://www.psc.nsw.gov.au/assets/psc/Infographic-4-tips-for-a-successful-restructure.pdf)`\n- Alternatives include\nMinor adjustments to the agency structure\nPerformance management, capability uplift, or\nculture change\nAssigning responsibilities to the right teams\nImproving the flow of work between teams\nTip 2 Set up for a successful restructure\nForm a change team that includes the right people:\nFinance Communications Legal\nOther employees who have led change before\nBuild executive level agreement on:\nPriorities for change What success looks like\nGet started:\nGather resources Review systems Tidy Human Resources records\n Source: `other-pdfs/Infographic-4-tips-for-a-successful-restructure.pdf (https://www.psc.nsw.gov.au/assets/psc/Infographic-4-tips-for-a-successful-restructure.pdf)`\n- Learn how to take part in councils, forums and inclusion initiatives for the public sector.\neast\nContact the Office of the Public Service Commissioner\nFollow the Office of the Public Service Commissioner\nEmail:\nEmail us via our contact form\nPhone:\n02 9272 6000\nFollow us on social media to stay up to date\nTop\nof page\nnorth\n Source: `pages/about.html (https://www.psc.nsw.gov.au/about-us)`\n- Code of ethics and conduct review\nRelease: early 2024\nWe are undertaking a substantial review of the Code of Ethics and Conduct for NSW government sector employees to ensure it is fit for purpose and in line with changes to the GSE Act.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- Since 2013, the drivers for collaboration in this sector to improve customer, delivery and community outcomes have been given fresh impetus by the Government’s commissioning and contestabi\neast\nDoing Things Differently Report\nThis 2014 publication details research commissioned by the PSC Advisory Board that will enable NSW public sector agencies to improve productivity, and the measurement of customer satisfaction and take a more collaborative approach to the way they provide\neast\nEthics Stocktake report\nIn 2012, the Commission engaged the St James Ethics Centre to conduct a stocktake of ethics issues, policies and control systems in NSW public sector agencies.\n Source: `pages/publications-index.html (https://www.psc.nsw.gov.au/reports-and-data/other-publications)`\n- A well-designed organisation will deliver results, optimise efficiency, and achieve its operational and strategic objectives.\n Source: `pages/structure.html (https://www.psc.nsw.gov.au/workforce-management/organisation-and-role-design)`\n- Whether your structural change is externally driven, such as a machinery of government change (MoG), or internally driven by changing strategies and business priorities, the material here is for you.\n Source: `pages/structure.html (https://www.psc.nsw.gov.au/workforce-management/organisation-and-role-design)`\n- Our staff should reflect the diversity of the community we serve.\neast\nBelonging and inclusion\nExplore NSW's Belonging and Inclusion Strategy.\n Source: `pages/about.html (https://www.psc.nsw.gov.au/about-us)`\n\n## KPIs, Targets, and Where They Are At\n\n- The change cycle\nView summary\neast\nStage 1: Explore\nExplore organisational needs to identify whether a restructure is the right solution\neast\nStage 2: Scope\nIdentify the objectives, scope, and desired outcomes for the restructure\neast\nStage 3: Plan\nPlan the approach to the restructure, including how you will resource, design and collaborate\neast\nStage 4: Design\nDevelop the organisational design and implementation plan\neast\nStage 5: Implement\nImplement the new structure and any associated changes\neast\nStage 6: Embed\nMonitor and evaluate the success of the restructure and readjust to make change stick\neast\nChallenges of a Machinery of Government\nBecause of the unique challenges posed by a Machinery of Government change (MoG), they don’t always allow for the ideal change management approach.\n Source: `pages/structure.html (https://www.psc.nsw.gov.au/workforce-management/organisation-and-role-design)`\n- A NSW Government website\nNSW Government\nPublic Service Commission\nmenu\nOpen\nMenu\nsearch\nShow\nSearch\nSearch site for:\nsearch\nSearch\nclose\nClose search\nOur priorities\nThese are the priority programs, resources, reports, events, and surveys we are developing and sharing with the sector over the 2023-2024 financial year.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- [pages 1,2]\n[Page 1]\nfor a successful\n4\nrestructure\nTips\nConsider whether a restructure is the right choice.\n Source: `other-pdfs/Infographic-4-tips-for-a-successful-restructure.pdf (https://www.psc.nsw.gov.au/assets/psc/Infographic-4-tips-for-a-successful-restructure.pdf)`\n- Learn how to take part in councils, forums and inclusion initiatives for the public sector.\neast\nContact the Office of the Public Service Commissioner\nFollow the Office of the Public Service Commissioner\nEmail:\nEmail us via our contact form\nPhone:\n02 9272 6000\nFollow us on social media to stay up to date\nTop\nof page\nnorth\n Source: `pages/about.html (https://www.psc.nsw.gov.au/about-us)`\n- Code of ethics and conduct review\nRelease: early 2024\nWe are undertaking a substantial review of the Code of Ethics and Conduct for NSW government sector employees to ensure it is fit for purpose and in line with changes to the GSE Act.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- Since 2013, the drivers for collaboration in this sector to improve customer, delivery and community outcomes have been given fresh impetus by the Government’s commissioning and contestabi\neast\nDoing Things Differently Report\nThis 2014 publication details research commissioned by the PSC Advisory Board that will enable NSW public sector agencies to improve productivity, and the measurement of customer satisfaction and take a more collaborative approach to the way they provide\neast\nEthics Stocktake report\nIn 2012, the Commission engaged the St James Ethics Centre to conduct a stocktake of ethics issues, policies and control systems in NSW public sector agencies.\n Source: `pages/publications-index.html (https://www.psc.nsw.gov.au/reports-and-data/other-publications)`\n- Our staff should reflect the diversity of the community we serve.\neast\nBelonging and inclusion\nExplore NSW's Belonging and Inclusion Strategy.\n Source: `pages/about.html (https://www.psc.nsw.gov.au/about-us)`\n- The Leadership Academy purpose is to:\nDevelop and communicate a leadership model that encourages a sector wide view and focuses on positive leadership impact for their team, organisation, and the community.\n Source: `pages/leadership.html (https://www.psc.nsw.gov.au/workforce-management/nsw-leadership-academy)`\n- View the latest PMES results\neast\nBurnout research\nOctober 2023\nWe have completed research into burnout across the NSW government sector, based on 2022 PMES survey results.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- NSW public sector capability framework 3.0\nRelease: mid 2024\nWe will be reviewing the NSW public sector capability framework in consultation with the sector.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- Workforce Dataflow and Analytics\nRelease: mid 2024\nWe will be delivering our 2024 workforce data using our new Dataflow platform and services for more timely data and insights about the sector workforce.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- Capability Framework Stocktake Report\nThe Capability Framework Stocktake Project explored the perspectives of agency Human Resources Professionals and Line Managers on the content, structure and use of the Framework, and researched emerging capability needs through consultation with sector sp\neast\nState of the Sector Agency Survey\nThe State of the NSW Public Sector Agency Survey assesses the impact that workforce and organisational practices are having on the NSW public sector, including those reforms enabled by the Government Sector Employment Act 2013 (NSW) (GSE Act).\neast\nReview of NSW Public Service recruitment reforms\nA review of the recruitment and mobility reforms introduced by the Government Sector Employment Act 2013.\neast\nThe State of Workforce Reform\n Source: `pages/publications-index.html (https://www.psc.nsw.gov.au/reports-and-data/other-publications)`\n- The purpose of the work was twofold - to provide baseline information, against which future tre\neast\n Source: `pages/publications-index.html (https://www.psc.nsw.gov.au/reports-and-data/other-publications)`\n- The NSW Public Sector Capability Framework\nUse the NSW Public Sector Capability Framework to create roles, recruit staff, manage performance, plan careers, and to plan and develop your workforce.\n Source: `pages/strategies-index.html (https://www.psc.nsw.gov.au/workforce-management/capability-framework)`\n\n## Key Metrics\n\n- The change cycle\nView summary\neast\nStage 1: Explore\nExplore organisational needs to identify whether a restructure is the right solution\neast\nStage 2: Scope\nIdentify the objectives, scope, and desired outcomes for the restructure\neast\nStage 3: Plan\nPlan the approach to the restructure, including how you will resource, design and collaborate\neast\nStage 4: Design\nDevelop the organisational design and implementation plan\neast\nStage 5: Implement\nImplement the new structure and any associated changes\neast\nStage 6: Embed\nMonitor and evaluate the success of the restructure and readjust to make change stick\neast\nChallenges of a Machinery of Government\nBecause of the unique challenges posed by a Machinery of Government change (MoG), they don’t always allow for the ideal change management approach.\n Source: `pages/structure.html (https://www.psc.nsw.gov.au/workforce-management/organisation-and-role-design)`\n- Our staff should reflect the diversity of the community we serve.\neast\nBelonging and inclusion\nExplore NSW's Belonging and Inclusion Strategy.\n Source: `pages/about.html (https://www.psc.nsw.gov.au/about-us)`\n- The NSW Public Sector Capability Framework\nUse the NSW Public Sector Capability Framework to create roles, recruit staff, manage performance, plan careers, and to plan and develop your workforce.\n Source: `pages/strategies-index.html (https://www.psc.nsw.gov.au/workforce-management/capability-framework)`\n- The NSW Public Sector Capability Framework helps agencies attract, recruit, develop and keep skilled staff.\n Source: `pages/strategies-index.html (https://www.psc.nsw.gov.au/workforce-management/capability-framework)`\n- You can use the framework to:\ndesign roles and write clear role descriptions\nrecruit and promote staff\nsupport performance development\nmove staff between roles\nplan learning and development\nguide career planning conversations\nplan and manage your workforce.\n Source: `pages/strategies-index.html (https://www.psc.nsw.gov.au/workforce-management/capability-framework)`\n- The Premier’s appointees must together have expertise in human resources management, probity and accountability, strategic planning, budget and performance management and service delivery across the public, private, tertiary and not-for-profit sectors.\n Source: `pages/taskforces-index.html (https://www.psc.nsw.gov.au/about-us/psc-advisory-board)`\n- A NSW Government website\nNSW Government\nPublic Service Commission\nmenu\nOpen\nMenu\nsearch\nShow\nSearch\nSearch site for:\nsearch\nSearch\nclose\nClose search\nOur priorities\nThese are the priority programs, resources, reports, events, and surveys we are developing and sharing with the sector over the 2023-2024 financial year.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- Learn more about our work on cultural diversity\neast\nAsset management occupation specific capability set\nSeptember 2023\nOccupation specific capability sets are designed to be used with the NSW Public Sector Capability Framework to provide a fuller description of the capabilities required to perform in a professional role.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- View the asset management occupation specific capability set\neast\nSexual harassment prevention model policy\nMay 2023\nWe have developed a model sexual harassment policy to help agencies create appropriate processes for dealing with incidents of sexual harassment and prevent these negative behaviours from occurring.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- [pages 1,2]\n[Page 1]\nfor a successful\n4\nrestructure\nTips\nConsider whether a restructure is the right choice.\n Source: `other-pdfs/Infographic-4-tips-for-a-successful-restructure.pdf (https://www.psc.nsw.gov.au/assets/psc/Infographic-4-tips-for-a-successful-restructure.pdf)`\n\n## Key Achievements\n\n- The change cycle\nView summary\neast\nStage 1: Explore\nExplore organisational needs to identify whether a restructure is the right solution\neast\nStage 2: Scope\nIdentify the objectives, scope, and desired outcomes for the restructure\neast\nStage 3: Plan\nPlan the approach to the restructure, including how you will resource, design and collaborate\neast\nStage 4: Design\nDevelop the organisational design and implementation plan\neast\nStage 5: Implement\nImplement the new structure and any associated changes\neast\nStage 6: Embed\nMonitor and evaluate the success of the restructure and readjust to make change stick\neast\nChallenges of a Machinery of Government\nBecause of the unique challenges posed by a Machinery of Government change (MoG), they don’t always allow for the ideal change management approach.\n Source: `pages/structure.html (https://www.psc.nsw.gov.au/workforce-management/organisation-and-role-design)`\n- View the latest PMES results\neast\nBurnout research\nOctober 2023\nWe have completed research into burnout across the NSW government sector, based on 2022 PMES survey results.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- Capability Framework Stocktake Report\nThe Capability Framework Stocktake Project explored the perspectives of agency Human Resources Professionals and Line Managers on the content, structure and use of the Framework, and researched emerging capability needs through consultation with sector sp\neast\nState of the Sector Agency Survey\nThe State of the NSW Public Sector Agency Survey assesses the impact that workforce and organisational practices are having on the NSW public sector, including those reforms enabled by the Government Sector Employment Act 2013 (NSW) (GSE Act).\neast\nReview of NSW Public Service recruitment reforms\nA review of the recruitment and mobility reforms introduced by the Government Sector Employment Act 2013.\neast\nThe State of Workforce Reform\n Source: `pages/publications-index.html (https://www.psc.nsw.gov.au/reports-and-data/other-publications)`\n- A NSW Government website\nNSW Government\nPublic Service Commission\nmenu\nOpen\nMenu\nsearch\nShow\nSearch\nSearch site for:\nsearch\nSearch\nclose\nClose search\nOur priorities\nThese are the priority programs, resources, reports, events, and surveys we are developing and sharing with the sector over the 2023-2024 financial year.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- [pages 1,2]\n[Page 1]\nfor a successful\n4\nrestructure\nTips\nConsider whether a restructure is the right choice.\n Source: `other-pdfs/Infographic-4-tips-for-a-successful-restructure.pdf (https://www.psc.nsw.gov.au/assets/psc/Infographic-4-tips-for-a-successful-restructure.pdf)`\n- Learn how to take part in councils, forums and inclusion initiatives for the public sector.\neast\nContact the Office of the Public Service Commissioner\nFollow the Office of the Public Service Commissioner\nEmail:\nEmail us via our contact form\nPhone:\n02 9272 6000\nFollow us on social media to stay up to date\nTop\nof page\nnorth\n Source: `pages/about.html (https://www.psc.nsw.gov.au/about-us)`\n- Leadership Academy programs and processes\nExecutive Excellence programs\nLearn more about our Executive Excellence programs.\neast\nAboriginal Career and Leadership Development Programs\nLearn more about our Aboriginal Career and Leadership Development Programs.\neast\nNominations\nDetails on the nomination and selection process for our Executive Excellence and Aboriginal Career Leadership Development programs.\neast\nExecutive Essentials\nLearn more about our Executive Essentials program for new executives.\neast\nExecutive Connections\nInformation on executive connection events.\neast\nLeadership Framework\nAccess the NSW Public Sector Leadership Framework here.\neast\nOther programs to help develop you as a leader\nExecutive Fellows Program (EFP)\n Source: `pages/leadership.html (https://www.psc.nsw.gov.au/workforce-management/nsw-leadership-academy)`\n- Code of ethics and conduct review\nRelease: early 2024\nWe are undertaking a substantial review of the Code of Ethics and Conduct for NSW government sector employees to ensure it is fit for purpose and in line with changes to the GSE Act.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- Since 2013, the drivers for collaboration in this sector to improve customer, delivery and community outcomes have been given fresh impetus by the Government’s commissioning and contestabi\neast\nDoing Things Differently Report\nThis 2014 publication details research commissioned by the PSC Advisory Board that will enable NSW public sector agencies to improve productivity, and the measurement of customer satisfaction and take a more collaborative approach to the way they provide\neast\nEthics Stocktake report\nIn 2012, the Commission engaged the St James Ethics Centre to conduct a stocktake of ethics issues, policies and control systems in NSW public sector agencies.\n Source: `pages/publications-index.html (https://www.psc.nsw.gov.au/reports-and-data/other-publications)`\n- Our staff should reflect the diversity of the community we serve.\neast\nBelonging and inclusion\nExplore NSW's Belonging and Inclusion Strategy.\n Source: `pages/about.html (https://www.psc.nsw.gov.au/about-us)`\n- The Leadership Academy purpose is to:\nDevelop and communicate a leadership model that encourages a sector wide view and focuses on positive leadership impact for their team, organisation, and the community.\n Source: `pages/leadership.html (https://www.psc.nsw.gov.au/workforce-management/nsw-leadership-academy)`\n- NSW public sector capability framework 3.0\nRelease: mid 2024\nWe will be reviewing the NSW public sector capability framework in consultation with the sector.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n\n## Key Issues, Risks, and Recommendations\n\n- The change cycle\nView summary\neast\nStage 1: Explore\nExplore organisational needs to identify whether a restructure is the right solution\neast\nStage 2: Scope\nIdentify the objectives, scope, and desired outcomes for the restructure\neast\nStage 3: Plan\nPlan the approach to the restructure, including how you will resource, design and collaborate\neast\nStage 4: Design\nDevelop the organisational design and implementation plan\neast\nStage 5: Implement\nImplement the new structure and any associated changes\neast\nStage 6: Embed\nMonitor and evaluate the success of the restructure and readjust to make change stick\neast\nChallenges of a Machinery of Government\nBecause of the unique challenges posed by a Machinery of Government change (MoG), they don’t always allow for the ideal change management approach.\n Source: `pages/structure.html (https://www.psc.nsw.gov.au/workforce-management/organisation-and-role-design)`\n- Since 2013, the drivers for collaboration in this sector to improve customer, delivery and community outcomes have been given fresh impetus by the Government’s commissioning and contestabi\neast\nDoing Things Differently Report\nThis 2014 publication details research commissioned by the PSC Advisory Board that will enable NSW public sector agencies to improve productivity, and the measurement of customer satisfaction and take a more collaborative approach to the way they provide\neast\nEthics Stocktake report\nIn 2012, the Commission engaged the St James Ethics Centre to conduct a stocktake of ethics issues, policies and control systems in NSW public sector agencies.\n Source: `pages/publications-index.html (https://www.psc.nsw.gov.au/reports-and-data/other-publications)`\n- Capability Framework Stocktake Report\nThe Capability Framework Stocktake Project explored the perspectives of agency Human Resources Professionals and Line Managers on the content, structure and use of the Framework, and researched emerging capability needs through consultation with sector sp\neast\nState of the Sector Agency Survey\nThe State of the NSW Public Sector Agency Survey assesses the impact that workforce and organisational practices are having on the NSW public sector, including those reforms enabled by the Government Sector Employment Act 2013 (NSW) (GSE Act).\neast\nReview of NSW Public Service recruitment reforms\nA review of the recruitment and mobility reforms introduced by the Government Sector Employment Act 2013.\neast\nThe State of Workforce Reform\n Source: `pages/publications-index.html (https://www.psc.nsw.gov.au/reports-and-data/other-publications)`\n- A NSW Government website\nNSW Government\nPublic Service Commission\nmenu\nOpen\nMenu\nsearch\nShow\nSearch\nSearch site for:\nsearch\nSearch\nclose\nClose search\nOur priorities\nThese are the priority programs, resources, reports, events, and surveys we are developing and sharing with the sector over the 2023-2024 financial year.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- Access the guide to build cultural capability in your agency within all aspects of the employee lifecycle.\neast\nPeople Matter Employee Survey\nNovember 2023\nThis annual survey asks NSW public sector employees about their experience and perceptions of a range of workplace issues and practices, including management and leadership, service delivery, employee engagement and diversity and inclusion.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- The resultant report, “I Want to Work’ was accepted by Government in March 2019 and recommendations are being prepared for implementation.\n Source: `pages/taskforces-index.html (https://www.psc.nsw.gov.au/about-us/psc-advisory-board)`\n- [pages 1,2]\n[Page 1]\nfor a successful\n4\nrestructure\nTips\nConsider whether a restructure is the right choice.\n Source: `other-pdfs/Infographic-4-tips-for-a-successful-restructure.pdf (https://www.psc.nsw.gov.au/assets/psc/Infographic-4-tips-for-a-successful-restructure.pdf)`\n- Learn how to take part in councils, forums and inclusion initiatives for the public sector.\neast\nContact the Office of the Public Service Commissioner\nFollow the Office of the Public Service Commissioner\nEmail:\nEmail us via our contact form\nPhone:\n02 9272 6000\nFollow us on social media to stay up to date\nTop\nof page\nnorth\n Source: `pages/about.html (https://www.psc.nsw.gov.au/about-us)`\n- Leadership Academy programs and processes\nExecutive Excellence programs\nLearn more about our Executive Excellence programs.\neast\nAboriginal Career and Leadership Development Programs\nLearn more about our Aboriginal Career and Leadership Development Programs.\neast\nNominations\nDetails on the nomination and selection process for our Executive Excellence and Aboriginal Career Leadership Development programs.\neast\nExecutive Essentials\nLearn more about our Executive Essentials program for new executives.\neast\nExecutive Connections\nInformation on executive connection events.\neast\nLeadership Framework\nAccess the NSW Public Sector Leadership Framework here.\neast\nOther programs to help develop you as a leader\nExecutive Fellows Program (EFP)\n Source: `pages/leadership.html (https://www.psc.nsw.gov.au/workforce-management/nsw-leadership-academy)`\n- Code of ethics and conduct review\nRelease: early 2024\nWe are undertaking a substantial review of the Code of Ethics and Conduct for NSW government sector employees to ensure it is fit for purpose and in line with changes to the GSE Act.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- Our staff should reflect the diversity of the community we serve.\neast\nBelonging and inclusion\nExplore NSW's Belonging and Inclusion Strategy.\n Source: `pages/about.html (https://www.psc.nsw.gov.au/about-us)`\n- The Leadership Academy purpose is to:\nDevelop and communicate a leadership model that encourages a sector wide view and focuses on positive leadership impact for their team, organisation, and the community.\n Source: `pages/leadership.html (https://www.psc.nsw.gov.au/workforce-management/nsw-leadership-academy)`\n- View the latest PMES results\neast\nBurnout research\nOctober 2023\nWe have completed research into burnout across the NSW government sector, based on 2022 PMES survey results.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- NSW public sector capability framework 3.0\nRelease: mid 2024\nWe will be reviewing the NSW public sector capability framework in consultation with the sector.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n\n## Corporate Values and Operating Culture\n\n- We do this by supporting NSW Government sector agencies through guidance and initiatives that assist them in meeting their obligations to create workplaces that align to the NSW government sector core values of Integrity, Service, Trust and Accountability.\n Source: `pages/about.html (https://www.psc.nsw.gov.au/about-us)`\n- Capability Framework Stocktake Report\nThe Capability Framework Stocktake Project explored the perspectives of agency Human Resources Professionals and Line Managers on the content, structure and use of the Framework, and researched emerging capability needs through consultation with sector sp\neast\nState of the Sector Agency Survey\nThe State of the NSW Public Sector Agency Survey assesses the impact that workforce and organisational practices are having on the NSW public sector, including those reforms enabled by the Government Sector Employment Act 2013 (NSW) (GSE Act).\neast\nReview of NSW Public Service recruitment reforms\nA review of the recruitment and mobility reforms introduced by the Government Sector Employment Act 2013.\neast\nThe State of Workforce Reform\n Source: `pages/publications-index.html (https://www.psc.nsw.gov.au/reports-and-data/other-publications)`\n- The Premier’s appointees must together have expertise in human resources management, probity and accountability, strategic planning, budget and performance management and service delivery across the public, private, tertiary and not-for-profit sectors.\n Source: `pages/taskforces-index.html (https://www.psc.nsw.gov.au/about-us/psc-advisory-board)`\n- A NSW Government website\nNSW Government\nPublic Service Commission\nmenu\nOpen\nMenu\nsearch\nShow\nSearch\nSearch site for:\nsearch\nSearch\nclose\nClose search\nOur priorities\nThese are the priority programs, resources, reports, events, and surveys we are developing and sharing with the sector over the 2023-2024 financial year.\n Source: `pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)`\n- Office of the Public Service Commissioner\nPromoting a government sector workforce founded on merit, guided by values, and reflective of the diverse community it serves.\n Source: `pages/about.html (https://www.psc.nsw.gov.au/about-us)`\n- Our focus areas are:\nIntegrity:\nA government sector workforce that acts with integrity, building trust and confidence in the government sector\nInclusion:\nWorkplace cultures that foster diversity, belonging and respect\nMerit:\nGovernment sector employees are recruited and promoted on merit.\n Source: `pages/about.html (https://www.psc.nsw.gov.au/about-us)`\n- Learn how to take part in councils, forums and inclusion initiatives for the public sector.\neast\nContact the Office of the Public Service Commissioner\nFollow the Office of the Public Service Commissioner\nEmail:\nEmail us via our contact form\nPhone:\n02 9272 6000\nFollow us on social media to stay up to date\nTop\nof page\nnorth\n Source: `pages/about.html (https://www.psc.nsw.gov.au/about-us)`\n- Since 2013, the drivers for collaboration in this sector to improve customer, delivery and community outcomes have been given fresh impetus by the Government’s commissioning and contestabi\neast\nDoing Things Differently Report\nThis 2014 publication details research commissioned by the PSC Advisory Board that will enable NSW public sector agencies to improve productivity, and the measurement of customer satisfaction and take a more collaborative approach to the way they provide\neast\nEthics Stocktake report\nIn 2012, the Commission engaged the St James Ethics Centre to conduct a stocktake of ethics issues, policies and control systems in NSW public sector agencies.\n Source: `pages/publications-index.html (https://www.psc.nsw.gov.au/reports-and-data/other-publications)`\n\n## Global Ideas and Case Study Inputs\n\n_No global-intelligence source text found yet. Run `CLAUDE/global-ideas-scraper.py ` to populate case-study sources._\n\n## Source Artifacts Used\n\n- `pages/about.html` - pages - https://www.psc.nsw.gov.au/about-us\n- `pages/homepage.html` - pages - https://www.psc.nsw.gov.au/\n- `pages/leadership.html` - pages - https://www.psc.nsw.gov.au/workforce-management/nsw-leadership-academy\n- `pages/priorities-index.html` - pages - https://www.psc.nsw.gov.au/about-us/our-priorities\n- `pages/priorities-index__11.html` - pages - https://www.psc.nsw.gov.au/about-us/our-priorities\n- `pages/publications-index.html` - pages - https://www.psc.nsw.gov.au/reports-and-data/other-publications\n- `pages/strategies-index.html` - pages - https://www.psc.nsw.gov.au/workforce-management/capability-framework\n- `pages/strategies-index__00.html` - pages - https://www.psc.nsw.gov.au/workforce-management/capability-framework\n- `pages/structure.html` - pages - https://www.psc.nsw.gov.au/workforce-management/organisation-and-role-design\n- `pages/taskforces-index.html` - pages - https://www.psc.nsw.gov.au/about-us/psc-advisory-board\n- `other-pdfs/Infographic-4-tips-for-a-successful-restructure.pdf` - other-pdfs - https://www.psc.nsw.gov.au/assets/psc/Infographic-4-tips-for-a-successful-restructure.pdf\n- `other-pdfs/Infographic-Restructuring_-The-cycle-of-change.pdf` - other-pdfs - https://www.psc.nsw.gov.au/assets/psc/Infographic-Restructuring_-The-cycle-of-change.pdf\n\n## Gaps To Fix\n\n- No corporate plan text source found.\n- No annual report text source found.\n- No global comparison/case-study sources found.", "legislation_md": "# Public Service Commission - Acts and Legislation Discovery\n\n**Generated at**: 2026-05-09T21:29:59.837655+00:00\n**Entity ID**: S-NSW-061\n**Jurisdiction**: NSW\n**Portfolio**: \n\n> This is an evidence-based discovery list from scraped department material. A mention does not always mean the department administers the legislation; high-confidence and official register links should be reviewed.\n\n## Summary\n\n- Source files scanned: 12\n- Unique legislation references found: 1\n\n| Type | Count |\n|---|---:|\n| Act | 1 |\n\n## Legislation References\n\n### Government Sector Employment Act 2013\n\n**Type**: Act\n**Confidence**: high\n**Mentions**: 3\n**Register search**: https://legislation.nsw.gov.au/search?query=Government+Sector+Employment+Act+2013\n\n**Sources**:\n- `pages/about.html`\n- `pages/publications-index.html`\n\n**Evidence contexts**:\n- sity in the public sector\nEthics hub for the public sector\nNSW senior executives\nOffice of the Public Service Commissioner resources\nWhat we do\nThe work of the Office of the Public Service Commissioner (OPSC) aligns with the Commissioner’s functions under the\nGovernment Sector Employment Act 2013\n. Our focus areas are:\nIntegrity:\nA government sector workforce that acts with integrity, building trust and confidence in the government sector\nInclusion:\nWorkplace cultures that foster diversity, belonging and respect\nMerit:\nGovernment sector employees are\n Source: `pages/about.html`\n- ugh consultation with sector sp\neast\nState of the Sector Agency Survey\nThe State of the NSW Public Sector Agency Survey assesses the impact that workforce and organisational practices are having on the NSW public sector, including those reforms enabled by the Government Sector Employment Act 2013 (NSW) (GSE Act).\neast\nReview of NSW Public Service recruitment reforms\nA review of the recruitment and mobility reforms introduced by the Government Sector Employment Act 2013.\neast\nThe State of Workforce Reform\nThis report takes stock of progress, challenges\n Source: `pages/publications-index.html`\n- actices are having on the NSW public sector, including those reforms enabled by the Government Sector Employment Act 2013 (NSW) (GSE Act).\neast\nReview of NSW Public Service recruitment reforms\nA review of the recruitment and mobility reforms introduced by the Government Sector Employment Act 2013.\neast\nThe State of Workforce Reform\nThis report takes stock of progress, challenges and opportunities and maps out ways to collectively optimise and integrate the use of GSE settings throughout the sector.\neast\nCreating a Collaboration Culture\nThis Review foc\n Source: `pages/publications-index.html`\n\n## Files Scanned\n\n- `pages/about.html` (page)\n- `pages/homepage.html` (page)\n- `pages/leadership.html` (page)\n- `pages/priorities-index.html` (page)\n- `pages/priorities-index__11.html` (page)\n- `pages/publications-index.html` (page)\n- `pages/strategies-index.html` (page)\n- `pages/strategies-index__00.html` (page)\n- `pages/structure.html` (page)\n- `pages/taskforces-index.html` (page)\n- `other-pdfs/Infographic-4-tips-for-a-successful-restructure.pages.jsonl` (pdf_pages)\n- `other-pdfs/Infographic-Restructuring_-The-cycle-of-change.pages.jsonl` (pdf_pages)", "global_initiatives_md": null, "strategy": { "reporting_period": "2024-25", "corporate_plan_period": "2025-26", "vision": null, "vision_source_page": null, "purposes": null, "purposes_source_page": null, "how_we_deliver": null, "how_we_deliver_source_page": null, "government_priorities": [], "outcomes": [], "values": [], "values_framework_name": null, "kpi_targets_2025_26": [], "kpi_results_2024_25": [], "_source_urls": { "annual_report_url": "https://www.psc.nsw.gov.au/assets/psc/Annual-Report-23-24-web.pdf", "corporate_plan_url": "" } }, "ideas": [ { "entity_id": "S-NSW-061", "entity_name": "Public Service Commission", "folder_name": "Public-Service-Commission", "category": "Staff Productivity", "scale": "small", "title": "Reusable briefing and summary assistant for internal documents", "idea": "Create controlled templates for summarising reports, submissions, minutes, and ministerial briefs.", "quote": "Capability Framework Stocktake Report\nThe Capability Framework Stocktake Project explored the perspectives of agency Human Resources Professionals and Line Managers on the content, structure and use of the Framework, and researched emerging capability needs through consultation with sector sp\neast\nState of the Sector Agency Survey\nThe State of the NSW Public Sector Agency Survey assesses the impact that workforce and organisational practices are having on the NSW public sector, including those reforms enabled by the Government Sector Employment Act 2013 (NSW) (GSE Act).\neast\nReview of NSW Public Service recruitment reforms\nA review of the recruitment and mobility reforms introduced by the Government Sector Employment Act 2013.\neast\nThe State of Workforce Reform", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "APS staff / executives", "source": "pages/publications-index.html (https://www.psc.nsw.gov.au/reports-and-data/other-publications)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Sensitive information leakage", "Inconsistent quality of generated drafts" ] }, { "entity_id": "S-NSW-061", "entity_name": "Public Service Commission", "folder_name": "Public-Service-Commission", "category": "Staff Productivity", "scale": "large", "title": "Department-wide knowledge and briefing platform", "idea": "Build a secure knowledge platform that lets staff search, summarise, and cite approved departmental material.", "quote": "Capability Framework Stocktake Report\nThe Capability Framework Stocktake Project explored the perspectives of agency Human Resources Professionals and Line Managers on the content, structure and use of the Framework, and researched emerging capability needs through consultation with sector sp\neast\nState of the Sector Agency Survey\nThe State of the NSW Public Sector Agency Survey assesses the impact that workforce and organisational practices are having on the NSW public sector, including those reforms enabled by the Government Sector Employment Act 2013 (NSW) (GSE Act).\neast\nReview of NSW Public Service recruitment reforms\nA review of the recruitment and mobility reforms introduced by the Government Sector Employment Act 2013.\neast\nThe State of Workforce Reform", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "APS staff / executives", "source": "pages/publications-index.html (https://www.psc.nsw.gov.au/reports-and-data/other-publications)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage delivery through pilots, benefits tracking, and public reporting." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Sensitive information leakage", "Inconsistent quality of generated drafts" ] }, { "entity_id": "S-NSW-061", "entity_name": "Public Service Commission", "folder_name": "Public-Service-Commission", "category": "Regulation & Policy", "scale": "small", "title": "Regulatory burden scan for forms, guidance, and reporting", "idea": "Identify the top 10 highest-friction reporting obligations and simplify guidance, forms, or evidence requirements.", "quote": "Capability Framework Stocktake Report\nThe Capability Framework Stocktake Project explored the perspectives of agency Human Resources Professionals and Line Managers on the content, structure and use of the Framework, and researched emerging capability needs through consultation with sector sp\neast\nState of the Sector Agency Survey\nThe State of the NSW Public Sector Agency Survey assesses the impact that workforce and organisational practices are having on the NSW public sector, including those reforms enabled by the Government Sector Employment Act 2013 (NSW) (GSE Act).\neast\nReview of NSW Public Service recruitment reforms\nA review of the recruitment and mobility reforms introduced by the Government Sector Employment Act 2013.\neast\nThe State of Workforce Reform", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "Regulated entities / policy teams", "source": "pages/publications-index.html (https://www.psc.nsw.gov.au/reports-and-data/other-publications)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Regulatory capture", "Over-automation of judgement" ] }, { "entity_id": "S-NSW-061", "entity_name": "Public Service Commission", "folder_name": "Public-Service-Commission", "category": "Regulation & Policy", "scale": "large", "title": "Adaptive regulation program with live feedback loops", "idea": "Create an adaptive regulation model using sandboxes, industry data, risk scoring, and regular rule updates.", "quote": "Capability Framework Stocktake Report\nThe Capability Framework Stocktake Project explored the perspectives of agency Human Resources Professionals and Line Managers on the content, structure and use of the Framework, and researched emerging capability needs through consultation with sector sp\neast\nState of the Sector Agency Survey\nThe State of the NSW Public Sector Agency Survey assesses the impact that workforce and organisational practices are having on the NSW public sector, including those reforms enabled by the Government Sector Employment Act 2013 (NSW) (GSE Act).\neast\nReview of NSW Public Service recruitment reforms\nA review of the recruitment and mobility reforms introduced by the Government Sector Employment Act 2013.\neast\nThe State of Workforce Reform", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "Regulated entities / policy teams", "source": "pages/publications-index.html (https://www.psc.nsw.gov.au/reports-and-data/other-publications)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage delivery through pilots, benefits tracking, and public reporting." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Regulatory capture", "Over-automation of judgement" ] }, { "entity_id": "S-NSW-061", "entity_name": "Public Service Commission", "folder_name": "Public-Service-Commission", "category": "Citizen Services", "scale": "small", "title": "Plain-language service pages and proactive status updates", "idea": "Rewrite high-volume pages and letters into plain language, add status notifications, and measure contact reduction.", "quote": "Learn how to take part in councils, forums and inclusion initiatives for the public sector.\neast\nContact the Office of the Public Service Commissioner\nFollow the Office of the Public Service Commissioner\nEmail:\nEmail us via our contact form\nPhone:\n02 9272 6000\nFollow us on social media to stay up to date\nTop\nof page\nnorth", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "Citizens / service users", "source": "pages/about.html (https://www.psc.nsw.gov.au/about-us)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Digital exclusion", "Low public trust if feedback is not acted on" ] }, { "entity_id": "S-NSW-061", "entity_name": "Public Service Commission", "folder_name": "Public-Service-Commission", "category": "Citizen Services", "scale": "large", "title": "Single front door for life-event based services", "idea": "Bundle services around life events so citizens can complete related steps across agencies in one journey.", "quote": "Learn how to take part in councils, forums and inclusion initiatives for the public sector.\neast\nContact the Office of the Public Service Commissioner\nFollow the Office of the Public Service Commissioner\nEmail:\nEmail us via our contact form\nPhone:\n02 9272 6000\nFollow us on social media to stay up to date\nTop\nof page\nnorth", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "Citizens / service users", "source": "pages/about.html (https://www.psc.nsw.gov.au/about-us)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage delivery through pilots, benefits tracking, and public reporting." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Digital exclusion", "Low public trust if feedback is not acted on" ] }, { "entity_id": "S-NSW-061", "entity_name": "Public Service Commission", "folder_name": "Public-Service-Commission", "category": "Data & Performance", "scale": "small", "title": "KPI evidence register with named owners", "idea": "Create a simple register mapping each KPI to source data, owner, frequency, target, and last result.", "quote": "Workforce Dataflow and Analytics\nRelease: mid 2024\nWe will be delivering our 2024 workforce data using our new Dataflow platform and services for more timely data and insights about the sector workforce.", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "Executives / Parliament / public", "source": "pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability" ] }, { "entity_id": "S-NSW-061", "entity_name": "Public Service Commission", "folder_name": "Public-Service-Commission", "category": "Data & Performance", "scale": "large", "title": "Outcome dashboard linking budget, delivery, and public impact", "idea": "Build a public-facing outcome dashboard showing spend, outputs, outcomes, and delivery confidence.", "quote": "Workforce Dataflow and Analytics\nRelease: mid 2024\nWe will be delivering our 2024 workforce data using our new Dataflow platform and services for more timely data and insights about the sector workforce.", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "Executives / Parliament / public", "source": "pages/priorities-index.html (https://www.psc.nsw.gov.au/about-us/our-priorities)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage delivery through pilots, benefits tracking, and public reporting." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability" ] }, { "entity_id": "S-NSW-061", "entity_name": "Public Service Commission", "folder_name": "Public-Service-Commission", "category": "Citizen Participation", "scale": "small", "title": "Consultation feedback summaries with response tracking", "idea": "Summarise consultation submissions by theme and publish what changed in response.", "quote": "Our staff should reflect the diversity of the community we serve.\neast\nBelonging and inclusion\nExplore NSW's Belonging and Inclusion Strategy.", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "Citizens / stakeholders / policy teams", "source": "pages/about.html (https://www.psc.nsw.gov.au/about-us)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Digital exclusion", "Low public trust if feedback is not acted on" ] }, { "entity_id": "S-NSW-061", "entity_name": "Public Service Commission", "folder_name": "Public-Service-Commission", "category": "Citizen Participation", "scale": "large", "title": "Always-on policy participation platform", "idea": "Create a standing participation platform where citizens and stakeholders can propose, vote, and track ideas.", "quote": "Our staff should reflect the diversity of the community we serve.\neast\nBelonging and inclusion\nExplore NSW's Belonging and Inclusion Strategy.", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "Citizens / stakeholders / policy teams", "source": "pages/about.html (https://www.psc.nsw.gov.au/about-us)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage delivery through 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"Over-automation of judgement" ] }, { "entity_id": "S-NSW-061", "entity_name": "Public Service Commission", "folder_name": "Public-Service-Commission", "category": "Risk & Assurance", "scale": "large", "title": "Integrated assurance and lessons-learned system", "idea": "Create an assurance system that connects audit findings, risk registers, delivery reviews, and investment decisions.", "quote": "The change cycle\nView summary\neast\nStage 1: Explore\nExplore organisational needs to identify whether a restructure is the right solution\neast\nStage 2: Scope\nIdentify the objectives, scope, and desired outcomes for the restructure\neast\nStage 3: Plan\nPlan the approach to the restructure, including how you will resource, design and collaborate\neast\nStage 4: Design\nDevelop the organisational design and implementation plan\neast\nStage 5: Implement\nImplement the new structure and any associated changes\neast\nStage 6: Embed\nMonitor and evaluate the success of the restructure and 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