Child protection policy

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Code of conduct for primary, secondary and community coordinators

This code of conduct has been developed to guide behaviours of Department of Sport and Recreation staff and Coordinators of all DSR programs, when faced with potential ethical risks in any day-to-day work. This code of conduct applies to all and to every aspect of your work. You are entitled to know your rights, responsibilities and obligations.

Adherence to your own organisation's code of conduct is also mandatory.

Corporate values

The staff at the Department of Sport and Recreation and all Program Administrators are committed to providing an environment that promotes the following values in all interactions and endeavours

Integrity: Being sound and honest in all endeavours;
Trust: Having faith, confidence and reliance;
Respect: Respecting those of different temperament or background;
Excellence: Encouraging personal best in self and others; and
Partnerships: Recognising the value of sharing and relationships.

These values are upheld in all dealings with people to ensure an effective and harmonious organisation exists to service the sport and recreation community.

Ideal organisation

As employees working with or for the Department of Sport and Recreation, you value and reflect in our behaviour:

Honesty, trust, courtesy;
Personal integrity, professionalism and ethical behaviour;
Personal accomplishment and conscientious performance;
Customer focus;
Compliance with and respect for the law; and
Fairness such that people are treated respectfully and in a non-discriminatory manner.

Following the Department of Sport and Recreation Code of Conduct as a model, Sportsfun Coordinators and Leaders (including Volunteers and Contractors) should meet the following requirements in regard to their conduct during any Sportsfun program.

Public confidence – All members of the public have a right to expect fair, reasonable and equitable consideration from all Sportsfun Coordinators and Leaders.

Personal behaviour – Those involved with the delivery are expected:

Not to sexually harass nor discriminate on the grounds of gender, sexual orientation or gender history, marital status, pregnancy, race or religion or political conviction, impairment, age or family responsibility when dealing with fellow officers or members of the public; and
At all times to be professional in their representation of Sportsfun (e.g. at business appointments and industry functions).

Code of conduct for leaders

Remember that Sportsfun is a fun learning experience and that young people participate for enjoyment. Winning is only part of the fun;
Ensure that any physical contact with others is:
- Appropriate to the situation;
- Necessary for skill development;
Provide a safe environment for training and competition;
Respect the rights, dignity and worth of all Participants regardless of their ability, cultural background, religion or gender;
Give young Participants the chance to try different sports and playing positions;
Help and encourage young Participants to understand the rules and to appreciate that playing by the rules is their responsibility;
Listen, encourage and compliment all Participants. You act as a role model and as a source to build young people's confidence; and
Make sure the time young people spend with you is always a positive experience.

Code of conduct for Officials/Administrators:

Be professional in all actions: language, presentation, manner and punctuality;
Resolve conflicts fairly and swiftly through established procedures;
Maintain strict impartiality;
Maintain a safe environment for all; and
Show concern and caution towards others.

Safeguards

The safeguards below apply to those Employees, Contractors and Volunteers who take on delivery of the Sportsfun program and/or supervision of youth activities as program Leaders, Managers, Coaches, Trainers, Officials, Administrators, etc. These are responsible positions and Employees/Contractors/Volunteers must adopt the following risk minimisation measures to protect themselves from any misconceptions about their behaviour in performing their assigned roles.

Do not engage, or allow others to engage, in any of the following:

Abusive initiation ceremonies;

Sleeping in close quarters without a second adult representative, parent, etc. present;

Aggressive, physically distressing or sexually provocative activities;

Sexually suggestive comments about or to a youth; and/or

Inappropriate or intrusive touching of a youth.

Maintain an open door policy when conducting briefings, meetings and assemblies of Participants. Invite youth, parents, friends and other Leaders to participate, particularly when performing interviews, transporting youth members and conducting excursions.

It is advisable to always have two adults present in the company of a single child. Both male and female adults or parents must accompany youth when undertaking departmental programs away from home and especially overnight.

Use of official information

The criminal code prohibits the Department of Sport and Recreation from publicly revealing any information gained in an official capacity.

Staff and volunteers at the Department of Sport and Recreation are not entitled to use official information to pursue a personal interest (or that of family, friends or associates) unless the information is publicly available.

There may be occasions when for ethical reasons you believe an instruction to be inappropriate or unjust. In such instances you have the right to seek advice from Senior Managers, including the Director General.

Public commitment

From time to time, you may be approached by the media for comment. We are required to note the nature of the inquiry without making comment and refer it to the Director. Regional offices may comment where it is appropriate to discuss regional programs or an activity; however, sensitive matters will be referred to the Director.

As private citizens, however, we are entitled to comment publicly on issues which do not relate to our immediate area of work and matters relating to the terms and conditions of public employment. There may be times when public comment, even in a private capacity, is not appropriate.

It is never appropriate for matters of internal discussion or disagreement to be aired publicly by employees – we will strive to resolve these internally.

Conflict of interest

Conflicts of interest arise when employees are influenced, or may appear to be influenced, by personal interests when carrying out their job.

Examples include: where an employee has an interest in a contract they administer or where they take a second job or accept paid employment as a principal in a business.

If a situation arises where a family member, friend, associate or an organisation we represent in a voluntary capacity may be the beneficiary of a decision or action of which we are part, it is our responsibility to openly declare the situation to our Director.

Where we think there might be a conflict of interest, our Director should be advised immediately in order to reach a decision. In doing so, it is important to note there is an expectation that any conflict of interest will be resolved in favour of the public interest.

Generally, employees will avoid situations in which our personal interests, or those of our family, could reasonably be thought to conflict with our public duties.

Relevant legislation

Under the Public Sector Management Act (1994), public sector bodies and we, as employees including volunteers, are required to comply with:

Public Sector Management Act: Section 8 (1)(a)(b)&(c) – General principles of Human Resource Management
Public Sector Management Act: Section 9 – General principles of official conduct Public Sector Standards in Human Resource Management
Western Australian Public Sector Code of Ethics

The above legislation serves as a foundation for the standards of behaviour expected of us as employees and volunteers.

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