Annual Report 2010-2011 (PDF - 2.47 mb) - Royal Botanic Gardens ...

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Contents appendix 3.4 Alternative Contact Persons A disclosure about improper conduct or detrimental action by the Royal Botanic Gardens or its employees may also be made directly to the Ombudsman: – The Ombudsman Victoria North Tower, Level 9 459 Collins Street MELBOURNE VIC 3000 (DX 210174) Internet: www.ombudsman.vic.gov.au Email: ombudvic@ombudsman.vic.gov.au Ph: (03) 9613 6222 Toll Free (regional only): 1800 806 314 Ombudsman: Mr George Brouwer Ph: (03) 9613 6222 The following table sets out where disclosures about persons other than employees of the Royal Botanic Gardens should be made: Person who is the subject of the disclosure Employee of a public body Member of Parliament (Legislative Assembly) Member of Parliament (Legislative Council) Councillor Chief Commissioner of Police Member of the police force Person/body to whom the disclosure must be made That public body or the Ombudsman Speaker of the Legislative Assembly President of the Legislative Council The Ombudsman The Ombudsman or Deputy Ombudsman The Ombudsman, Deputy Ombudsman or Chief Commissioner of Police 3.5 Roles and Responsibilities Employees Employees are encouraged to report known or suspected incidences of improper conduct or detrimental action in accordance with this Procedure. All employees of the Royal Botanic Gardens have an important role to play in supporting those who have made a legitimate disclosure. They must refrain from any activity that is, or could be perceived to be, victimisation or harassment of a person who makes a disclosure. Furthermore, they should protect and maintain the confidentiality of a person they know or suspect to have made a disclosure. Protected Disclosure Officers Protected Disclosure Officers will: – be a contact point for employees and members of the public for general advice on whistleblower matters; – give general advice about the making of disclosures under the Act; – make arrangements for a disclosure to be made privately and discreetly and, if necessary, away from the workplace; – receive any disclosure made orally or in writing (from internal and external whistleblowers); – commit to writing any disclosure made orally; page 174
Contents appendix – impartially assess the allegation and determine whether it is a disclosure made in accordance with Part 2 of the Act (that is, ‘a protected disclosure’); – take all necessary steps to ensure the identity of the whistleblower and the identity of the person who is the subject of the disclosure are kept confidential; – forward all disclosures and supporting evidence to the Protected Disclosure Co-ordinator. Protected Disclosure Co-ordinator The Protected Disclosure Co-ordinator has a central ‘clearinghouse’ role in the internal reporting system. He or she will: – receive all disclosures forwarded from the Protected Disclosure Officers; – receive all phone calls, emails and letters from members of the public or employees seeking to make a disclosure; – impartially assess each disclosure to determine whether it is a protected disclosure or a public interest disclosure; – refer all public interest disclosures to the Ombudsman; – be responsible for carrying out, or appointing an Investigator to carry out, an investigation referred to the public body by the Ombudsman; – be responsible for overseeing and co-ordinating an investigation where an investigator has been appointed; – appoint a Welfare Manager to support the whistleblower and to protect him or her from any reprisals or detrimental action; – keep the whistleblower informed on the progress of an investigation into the disclosed matter; – establish and manage a confidential filing system; – collate and publish statistics on disclosures made; – take all necessary steps to ensure the identity of the whistleblower and the identity of the person who is the subject of the disclosure are kept confidential. Investigator The Investigator is responsible for carrying out an internal investigation into a disclosure where the Ombudsman has referred a matter to the public body. An investigator may be a person from within an organisation or a consultant engaged for that purpose. Welfare Manager The Welfare Manager is responsible for looking after the general welfare of the whistleblower. The Welfare Manager will: – examine the immediate welfare and protection needs of a whistleblower and, where that person is an employee, seek to foster a supportive work environment; – advise the whistleblower of the legislative and administrative protections available to him or her under the Act; – receive and respond to any disclosures of detrimental action in reprisal for making the disclosure (eg harassment, intimidation or victimisation); and – ensure that the whistleblower’s expectations of the process and outcomes are realistic. The Royal Botanic Gardens will appoint a contractor to provide welfare services to a person who makes a protected disclosure. Royal Botanic Gardens Board Victoria Annual Report 2010–11 page 175
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Contents Contents Introduction 2 Ou
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Contents Introduction Definitions T
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Contents Corporate governance The o
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Contents Our Organisation Royal Bot
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Contents Our Organisation RBG Melbo
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Contents Our Organisation Corporate
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Contents Our Organisation Environme
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Contents Our Organisation A new mul
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Contents Our Organisation Risk Mana
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Contents Our Organisation Education
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Contents Our Organisation Legislati
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Contents Our Organisation Compariso
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Contents Employee profile Employee
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Contents Our EMPLOYEES employees an
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Contents OUR achievements - Strateg
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Contents OUR SUPPORTERS Mrs Diana H
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Contents OUR SUPPORTERS Mr Peter Lo
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Contents OUR SUPPORTERS Friends of
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Contents OUR SUPPORTERS Membership
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Contents OUR SUPPORTERS RBG Cranbou
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Page 129 and 130: Contents financial statements Royal
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Page 183 and 184: Contents appendix 3.10 Managing the
Page 185 and 186: Contents appendix 3.15 Criminal Off
Page 187 and 188: Contents Planning Constructing Deta
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