Leadership

The OECD Recommendation of the Council on Public Integrity calls on adherents to “invest in integrity leadership to demonstrate a public sector organisation’s commitment to integrity, in particular through:

a) Including integrity leadership in the profile for managers at all levels of an organisation, as well as a requirement for selection, appointment or promotion to a management position, and assessing the performance of managers with respect to the public integrity system at all levels of the organisation;

b) Supporting managers in their role as ethical leaders by establishing clear mandates, providing organisational support (such as internal control, human resources instruments and legal advice) and delivering periodic training and guidance to increase awareness of, and to develop skills concerning the exercise of appropriate judgement in matters where public integrity issues may be involved;

c) Developing management frameworks that promote managerial responsibilities for identifying and mitigating public integrity risks.”

Questions for self-assessment:

1. Is there a clear understanding of integrity leadership?

There is no common statement or definition of integrity that applies to leadership.
Integrity is included in leadership competencies and/or job descriptions but is not made actionable.
There is a clear description of integrity leadership and associated behaviours, but this only applies to senior leaders at the top of the hierarchy.
There is a clear description of integrity leadership and associated behaviours which applies to all levels of management.

2. Do leaders communicate about integrity and role model integrity leadership?

Leaders do not communicate about integrity or role model integrity leadership.
Leaders occasionally send a standard email which reminds employees about the integrity standards.
Senior leaders communicate regularly in engaging ways, but the middle managers are not engaged.
All managers at all levels take time to discuss integrity issues in engaging and personal ways with their employees.

3. Are future leaders developed early to be integrity leaders?

Integrity leadership is not part of leadership development processes.
Integrity leadership is a module in leadership development courses for senior leaders, with a limited focus on knowledge of the integrity-related legislative framework and the system. Participation in the course is voluntary. There are limited, if any, opportunities for regular training or mentorship.
Integrity leadership is a mandatory part of training for all senior leaders, and includes modules on how to be moral managers, employee development and knowledge of the integrity-related legislative framework and system. Participation in the course is required when taking on the position of a senior leader, but training is not regularly available throughout their career. Ad hoc opportunities for mentorship or leadership coaching exist.
Integrity leadership is a regular part of training and includes modules on how to be moral managers, employee development as well as knowledge of the integrity-related legislative framework and system. Employees are required to undergo integrity leadership training before they become managers and regularly afterwards throughout their careers. Other forms of development, such as mentorship or leadership coaching opportunities, are used regularly.

4. Is integrity integrated into hiring decisions?

There is no mention of integrity in job advertisements or descriptions for management.
Integrity is mentioned in the associated paperwork, but there is no accompanying assessment framework to support hiring decisions.
An accompanying assessment framework is in place to support hiring decisions, but skills and experience are prioritised in the hiring process, except in cases of extreme violation or highly sensitive positions.
Integrity is systematically assessed by experts at various stages of the hiring process.

5. Is leaders’ integrity measured and assessed?

Integrity leadership is not part of the performance assessment process.
Integrity leadership is a competency but in reality the performance assessment focuses on objectives and is weak on competencies.
All senior leaders have a performance agreement with integrity listed and results from employee surveys or 360 degree assessment.
All managers at all levels have a performance agreement with integrity listed and results from employee surveys or 360 degree assessment.

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