I can’t let this week pass without saying a few words about the shocking revelations about MP’s expenses that have monopolised media coverage this week.
I’m sure everyone across the world of public service feels equally sad at the impact that these stories have had, and will continue to have, on the reputation of the wider public sector.
Unfortunately, members of the public will inevitably assume that practices such as those in the Palace of Westminster are rife amongst the sector. The damage that these stories will cause to the reputation and credibility of the sector will be felt for some time to come.
But what can we learn from these sad events? One thing we can contribute, as people management professionals, is to be absolutely clear that the value of integrity is fundamental to public service. This means modelling that value ourselves in our behaviour and practice. It means ensuring that our policies and procedures are crystal clear and that the expectations of our employees are communicated across all corners of our organisations. Most of all it means that we have a duty to speak out when we see behaviours at any level in our organisations that don’t meet the high standards of integrity that are expected by the public.
On a more positive note, I know that the vast majority of public servants uphold the very high standards of integrity expected of them. We should all be proud to be public servants and continue to champion the values we that we collectively share.
PPMA work I have been involved in this week includes replying to the many emails and letters I have received complimenting this years conference. Thank you to everyone who has taken the time to write and please remember to complete your conference feedback form which was circulated earlier this week. These should be returned to [email protected]. I’ve also given a number of media interviews most of which have focused on the issue of job cuts in the public sector – watch out for a Sunday Times Special on this topic at the end of May.
Have a great weekend.