Port Hedland Port Authority Annual Report 2011 - Parliament of ...

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Code of Conduct
The code of conduct is designed to communicate
the PHPA’s standards of conduct and integrity and
to promote professionalism and best practice in the
provision of services to our customers, Port users and
the community.
During the 2010/11 financial year one breach of the
code of conduct was investigated. All follow up actions
have occurred in relation to this matter and it is now
closed.
Corruption Prevention
The PHPA is required to specifically consider risk of
corruption and misconduct of its staff.
The duty to act ethically and to comply with the code
of conduct as well as policy and procedures is discussed
and required to be acknowledged during induction and
orientation of new employees.
Peter Leonard
Recruitment Practices
The PHPA’s recruitment and selection process is
undertaken in accordance with the criteria set down in
our recruitment and selection procedure.
The recruitment and selection procedure is designed
to ensure the PHPA attracts and retains high quality staff
to assist in the achievement of its business objectives.
Permanent and fixed term contract employees are
selected on merit (such as, selection of the best
available person for the job on the basis of job related
criteria from a pool of applicants in open competition)
and the selection processes are free from bias and
discrimination.
Whilst upholding the high standards of selection on
merit, the procedure creates flexibility in advertising options
with a focus on the internet and use of any appropriate
medium. The procedure also enables panels to look at
options that evaluate merit outside traditional interviews.
In support of ensuring equal employment opportunity,
the PHPA’s recruitment panels reflect the diversity of the
wider community as well as an understanding of equal
opportunity and diversity principles. The procedure also
contains specific instruction on interviewing people with
disabilities.
The PHPA has increased its commitment to this area
by creating a new Risk and Governance section which
holds responsibility for risk identification and mitigation
as well as testing compliance of our systems, and
focussing on corporate governance.
Training
The PHPA has continued to demonstrate commitment
to training in job competency requirements as well
as broader professional development throughout the
2010/11 financial year.
A diverse range of training opportunities were
provided that included financial, environmental, ethical,
risk management, operational, occupational, safety and
health, managerial, project management, information
technology and records management training.
”Our recruitment and
selection procedures are
designed to ensure the PHPA
attracts and RETAINS high
quality STAFF to ASSIST in the
achievement of its bUSINESS
objectives.”