1. Integrity Management Unit
Ignite Enrich Inspire

2. Ignite Enrich Inspire
• Welcome
• Introductions
• Rules of Engagement
• Purpose
• The Way Forward

3. Rules of Engagement
• Tolerance & patience
• Respect
• Participate fully

4. Why a workshop on Workplace ethics?
Purpose
• In the pursuit of excellence the NPA has developed this
programme to assist officials to conduct their work in an
ethical manner to earn and maintain the confidence of
their team members, colleagues, employers and the
public.
• Integrity in the work place is imperative for a healthy
working environment.

5. Who are you? Describe yourself …

6. 1. What is your most important
value and why?
2. How do people perceive you?
3. Tell us one thing about yourself
that people don’t know.
Values

7. Our operating philosophies

8. Rules/Codes/Values

9. • Accountability
• Credibility
• Integrity
• Professionalism
• Service Excellence
Reflections – NPA Values

10. Branding

11. Personal Branding
• Your personal brand matters
• Your brand is your reputation. It’s your calling
card. It’s what you’re known for and how people
experience you.
• It’s about bringing who you are to what you do
and how you do it.
• Delivering your brand clearly and consistently
will create a memorable experience in the
minds of those you interact with and can open
doors to new opportunities.

12. Organisational Branding
• Every organisation has a brand – whether they like the idea or not.
Your brand is a collection of perceptions about your organisation
formed by every communication, action and interaction.
• It’s what people say, feel and think about your organisation – the
collective set of expectations and beliefs about what you do and
how well you do it.
• A strong brand not only helps to position an organization at a
desired level in their service area, but it can also move constituents
to action. It helps develop trust and, in turn, loyalty, allowing
organizations to create sustainable relationships with their
constituents.

13. The Globe @ a Glance

14. Comment on these Brands…

15. Are you an NPA Brand Ambassador?

16. How do you contribute to Brand South Africa?

17. Public Sector: Brand Perception

18. Professionalism
Dress
Trustworthy
Competent
Respectful
Considerate
Courteous
Cooperative
Committed
Avoid gossip

19. • Integrity is one of the fundamental values that
employers seek in the employees that they hire.
• It is the hallmark of a person who demonstrates
sound moral and ethical principles at work.
• Self reflection
Honesty and integrity

20. • Respect for self and for others
• Treat people with courtesy, politeness, and kindness.
• Encourage co-workers to express opinions and ideas.
• Listen to what others have to say before expressing your
viewpoint.
• Never speak over, butt in, or cut off another person.
• Never insult people, name call, disparage or put down
people or their ideas.
Respectfulness

21. • Acknowledge other’s contribution
• Show gratitude
• Learn from others
• Maintain sense of humor
• Admit mistakes
• Let people do their jobs
Humility

22. • Who are open to new ideas,
• flexible enough to work through
challenging issues, and generally able
to cope when things don't go as
planned.
• Embrace others’ strength and
weaknesses
• Adapt your behaviour to accommodate
others
Adaptability

23. • Show Up for Work
• Punctuality
• Preparedness
• Do Your Job
• Support Others
• Meet Deadlines
• Be a Team Player
• Deliver work on time
Dependability

24. Attitude
Attitude Determines Your Altitude
Your attitude can determine how high you get to the top.
Even a pilot needs knowledge to fly, and land in a safe spot.
Being negative paralyzes a man, causing him to stop.
It can only burden him down, causing him to drop.
If you plan to get ahead in life, watch those you are hanging
around.
If you find they're not moving on, don't let them pull you down.
Keep a positive attitude, no matter what is said.
Let them see you soar like an Eagle, far above their head.
By, Sandra J. Nailing

25. • Aim to be outstanding
• Put extra hours
• Attention to detail
• Devotion to excellence
• Passion
• Assisting Co-Workers
Dedication

26. Accountability
• Being prepared to take responsibility for our own work,
make commitments, find solutions and be accountable
for the results.
• Compliance (laws, regulations, rules, policies)
• Accurate reporting
• Accept personal responsibility for actions
• Protecting NPA assets and records
• Adhere to the NPA Code of Ethics and Code of
Conduct and the organisations values, policies and
procedures

27. Collaboration
When two or more people work together
through idea sharing and thinking to
accomplish a common goal
•Access to Skills and Strengths
•Develop Employee Skills
•Solve Problems and Innovate Faster
•Work Efficiency (Divide and Conquer)

28. Ignite Enrich Inspire

29. Technology: the impact of Social Media

30. The Lens of Ethics

31. Ethical decision making
The decision making process takes the form of a set of "filters". At key steps
in the decision making process, the decision maker can stop and run his/her
considerations through these filters. To make it easy to understand and apply
these filters we suggest the acronym, PLUS.
•P = Policies
• Is it consistent with the NPA policies, procedures and guidelines?
•L= Legal
• Is it acceptable under the applicable laws and regulations?
•U = Universal
• Does it conform to the universal principles/values that the NPA has
adopted?
•S= Self
• Does it satisfy my personal definition of right, good and fair?

32. Ethical decision making
• For guidance:
– Speak to your manager
– Speak to a manager whose judgement you
trust
– Speak to our Ethics Officers, Ethics
Ambassador

33. NPA Gift Policy
In terms of the Gifts Policy NPA officials may not:
• Accept or solicit any gifts.
• Accept loans from service providers.
• Procure goods or services for personal use at a
discounted rate not offered to the general public.
• Derive any additional benefit or discount from vendors
who do business with the NPA.

34. NPA Gift Policy – Conflict of Interest
Answer the following questions.
• What do you understand by a Conflict of Interest?
• Name two examples where an NPA employee can be
conflicted?
• What must an employee do in the event that he/she is
conflicted?

35. NPA Gift Policy – Conflict of Interest
Definition
A conflict of interest involves a conflict between the public
duty and private interests of a public official in which the
public official has private capacity interests which could
improperly influence the performance of their official duties
and responsibilities.
Examples of possible Conflict of Interest situations
• Gifts and other forms of benefits
• Affiliations with for-profit and non-profit organisations, other
government entities and government owned corporations
• Affiliations with political, trade union or professional bodies

36. Public Service Act, Section 30
Ethical conduct: An employee shall—
If he or she has permission in terms of section 30 of the Act to
perform outside remunerative work, not—
(i) perform such work during official work hours; and
(ii) use official equipment or state resources for such work.
An application by an employee to perform remunerative work
outside his or her department shall be in accordance with the
process determined by the Minister and in the form issued by the
Minister.
Employee completes form, submits to Ethics Officer (EO). 30
days starts.
Performance of remunerative work

37. Performance of remunerative work
Applicant EO
(3)
Supervisor
(5)
Analyse
HR
ID CONFLICT
Recommend (7
days)
Executive (30 days)
•Sign
•Approve
•Disapprove
Certificate: 12
months

38. Whistle Blowing Policy
WHISTLE-BLOWING POLICY
• To Protect and encourage employees to
blow the whistle on genuine concerns
about criminal conduct and malpractices
• Employees’ have the responsibility to
disclose criminal conduct and malpractice
in the workplace
• Assures employees that NPA management
will not tolerate harassment or victimization
(Not applicable to personal grievances)

39. Whistle Blowing Policy
Obligation to report:
The policy clearly indicate the duty on all
NPA members to report on criminal conduct
and malpractice. - In terms of the Public
Service Regulations, 2001 and the Prevention
of Corrupt Activities Act, 2004

40. Whistle Blowing Policy
Protection under Protected Disclosures Act,
2000.
It clearly states that NO “employee shall be
victimised or penalised by the NPA or an
employee of the NPA as a direct or indirect
result of having made a PROTECTED
disclosure”)

41. Whistle Blowing Policy
Manner of reporting and protection of identity:
• Disclosure can be in writing or oral.
• Whistle blowing raised anonymously
may not be investigated (possibility)
• Some cases of criminal conduct of the
law may require the disclosing of a
whistle blowers identity
• The toll free number of the NPA Service
Delivery Hotline: 0800 212 580

42. Whistle Blowing Policy
How to raise concern internally:
• Line manager
• Head of BU
• Head of IMU
• Head of Administration
• NDPP

43. Whistle Blowing Policy
How reported matter will be handled:
• The NPA will investigate misconduct and
malpractices committed by its own
employees
• The NPA will acknowledge receipt of report
within 7 days
• Confidentiality
• All investigations will be “conducted and
finalised without unreasonable delay”
• The complainant will be informed of the
outcome of the matter investigated

44. • Be unstoppable
• Seek better ways and innovative answers
• Have purpose
• Be resilient
• Push ahead
The way forward

45. Taking responsibility: It is really up to you…

46. Thank you
Mr Monwa Rasego
Integrity Management Unit
@012 845 6978
072 712 3214
mrasego@npa.gov.za