dpc letter

For Official Use Only – I1 – A1

GPO Box 2343 Adelaide SA 5001

DX 56201

Tel 08 8226 3500 Fax 08 8226 3535

www.dpc.sa.gov.au

DPC19/0046

21 March 2019 Mr Peter Malinauskas Leader of the Opposition Parliament House North Terrace ADELAIDE SA 5000 Sent by email: [email protected] Dear Malinauskas Freedom of information application I refer to your request received by the Office of the Premier seeking access under section 13 of the Freedom of Information Act 1991 (the Act) to:

Since 17 March 2018, copies of any and all documents (including but not limited to physical, electronic, or written briefs, minutes, emails, diary entries and any other correspondence) regarding the establishment of an Entrepreneurship Advisory Board, possible appointees to the Board and due diligence of proposed members of the Board. Date range - 17/03/2018 to 08/01/2019.

The Department for the Premier and Cabinet (DPC) is responsible for providing determinations on behalf of the Office of the Premier. Under the Act, an agency has 30 days to respond to a freedom of information request. As DPC did not respond to your request within the time frame required, the department is deemed to have refused you access to all documents relevant to your application. However, I have determined to process the request as if the statutory time frame had been met. 26 documents were identified as answering the terms of your application and I have determined these documents as follows:

• I grant you access in full to 12 documents, copies of which are enclosed;

• I grant you access in part to 7 documents, copies of which are enclosed; and,

• I refuse you access to 7 documents. Documents released in part Document 1 contains information which, if released, would disclose details concerning a deliberation or decision of Cabinet and as such is exempt from release pursuant to clause 1(1)(e).

mailto:[email protected]

of 3

Documents 17 – 22 Sections of these documents contain information relating to the personal affairs of third parties. Under clause 6(1) of Schedule 1 to the Act, information is exempt if releasing it would involve the ‘unreasonable disclosure of information concerning the personal affairs of any person’. This information falls within the definition of personal affairs under the Act and I therefore determined it exempt from release pursuant to clause 6(1). Documents refused in full Documents 2, 10, 14 and 23 – 26 These documents consist of information which, if released, would disclose details concerning a deliberation or decision of Cabinet and as such is exempt from release pursuant to clause 1(1)(e).

Clause 1 – Cabinet documents

(1) A document is an exempt document –

… (e) if it contains matter the disclosure of which would disclose information

concerning any deliberation or decision of Cabinet Clause 6 – Documents affecting personal affairs

(1) A document is an exempt document if it contains matter the disclosure of which would involve the unreasonable disclosure of information concerning the personal affairs of any person (living or dead).

In compliance with Premier and Cabinet Circular PC045 - Disclosure Logs for Non-Personal Information Released through Freedom of Information (PC045), DPC is now required to publish a log of all non-personal information released under the Freedom of Information Act 1991. In accordance with this Circular, any non-personal information determined for release as part of this application, may be published on the DPC website. A copy of PC045 can be found at the following address: http://dpc.sa.gov.au/what-we-do/services-for-government/premier-and-cabinet-circulars Please visit the website for further information. Right to internal review If you are aggrieved with this determination, you have a right to apply for internal review under subsection 29(1) of the Act. Pursuant to subsection 29(2), your application must:

• be in writing

• be addressed to the principal officer, and

http://dpc.sa.gov.au/what-we-do/services-for-government/premier-and-cabinet-circulars

http://dpc.sa.gov.au/what-we-do/services-for-government/premier-and-cabinet-circulars

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• be lodged at an office of DPC or emailed to [email protected] within 30 days after the day on which you receive this letter or within such further time as the principal officer may allow.

If you have any questions in relation to this matter, please contact Denise Cranwell, Freedom of Information Officer, on 8429 5299 or at [email protected] Yours sincerely Wayne Hunter ACCREDITED FOI OFFICER

mailto:[email protected]

SCHEDULE OF DOCUMENTS – DPC19/0046

For Official Use Only – I1 – A1 Page 1 of 2

Freedom of information application from Mr Peter Malinauskas, Leader of the Opposition, seeking access to Since 17 March 2018, copies of any and all documents (including but not limited to physical, electronic, or written briefs, minutes, emails, diary entries and any other correspondence) regarding the establishment of an Entrepreneurship Advisory Board, possible appointees to the Board and due diligence of proposed members of the Board. Date range - 17/03/2018 to 08/01/2019.

No. Date Document description Exemption clauses Released (part/full/refused)

1. 09/08/2018 Email – FW: Urgent: Appointment of Chief Entrepreneur 1(1)(e) – deliberations of Cabinet

Part

2. Attachment 1 to document 1 – Minute Cover Sheet 1(1)(e) – deliberations of Cabinet

Refused

3. Attachment 2 to document 1 – Minute to Premier from Minister Pisoni

Full

4. Attachment 1 to document 3 – Biography Full

5. Attachment 2 to document 3 – Draft letter to Jim Whalley Full

6. Attachment 1 to document 5 – Draft Instrument of Appointment

Full

7. Attachment 2 to document 5 – Role Statement Full

8. Attachment 3 to document 5 – Code of Ethics Full

9. Attachment 4 to document 5 – Guideline for Volunteers Full

10. 09/08/2018 Email – 18IS/00852 Appointment of the SA Chief Entrepreneur

1(1)(e) – deliberations of Cabinet

Refused

11. 09/08/2018 Attachment 1 to document 10 – Signed Minute to Premier from Minister Pisoni

Full

12. Attachment 1 to document 11 – Biography – duplicate of document 4

Full

13. Attachment 2 to document 11 – draft letter – duplicate of document 5

Full

14. 15/08/2018 Email – RE: 18IS/00852 Appointment of the SA Chief Entrepreneur


Refused

SCHEDULE OF DOCUMENTS – DPC19/0046

For Official Use Only – I1 – A1 Page 2 of 2

No. Date Document description Exemption clauses Released (part/full/refused)

15. 09/08/2018 Attachment 1 to document 14 – Endorsed Minute by Premier

Full

16. 03/09/2018 Attachment 1 to document 14 – Signed letter by Premier Full

17. 17/08/2018 Email – Chief Entrepreneur 6(1) – personal affairs Part

18. 18/08/2018 Attachment 1 to document 21 – media release 6(1) – personal affairs Part

19. 17/08/2018 Email 6(1) – personal affairs Part

20. 18/08/2018 Attachment 1 to document 23 – media release – duplicate of document 18.

6(1) – personal affairs Part



23. 15/11/2018 Email – Briefing Meeting - Documentation 1(1)(e) – deliberations of Cabinet

Refused

24. 19/11/2018 Attachment 1 to document 27 – Cabinet Agenda 1(1)(e) – deliberations of Cabinet

Refused

25. 19/11/2018 Attachment 2 to document 27 – Summary of Cabinet notes 19/11/2018


Refused

26. 19/11/2018 Attachment 2 to document 27 – Draft Red comments 1(1)(e) – deliberations of Cabinet

Refused

Church. Terri (DPC)

From: Stevens, James (DPC) Sent: Monday, 14 January 2019 12:11 PM To: Church, Terri (DPC) Subject: FW: Urgent: Appointment of Chief Entrepreneur [SEC= Government,

DLM=Sensitive:SACabinet] Attachments: BRIEF to Minister - Appointment of Chief Entrepreneur for South Australia.doc;

FORWARDING MINUTE TO THE PREMIER - Appointment of Chief Entrepreneur for South Australia.docx; APPOINTMENT LETTER Chief Entrepreneur.docx; Attachment 1 - INSTRUMENT OF APPOINTMENT Chief Entrepreneur.docx; Attachment 2 - Role and qualities of SA Chief Entrepreneur.docx; Attachment 3 - Code-of-Ethics-for-the-South-Australian-Public-Sector.pdf, Attachment 4 - Guideline of the Commissioner for Public Sector Employment - Volunteers.pdf

Security Classification: Sensitive: SA Cabinet

For Official Use Only

0046

From: Goddard, Garry (DIS)

Sent: Thursday, 9 August 2018 9:44 AM

To: Stevens, James (DPC) <[email protected]>; May, Alexandra (DPC) <[email protected]>

Cc: Ker, Grant (DIS) <[email protected]>; Pisoni, David (DIS) <[email protected]>

Subject: FW: Urgent: Appointment of Chief Entrepreneur [SEC=Government, DLM=Sensitive:SACabinet]

Sensitive: SA Cabinet

Hi James

Apologies for the hiatus in getting this to you, but I was in Sydney with the Minister yesterday.

Cheers

1

1

1(1)(e) Disclose deliberation of Cabinet



Garry

Garry Goddard Chief of Staff

Hon David Pisoni MP Minister for Industry and Skills

T +61 (8) 8303 3285

E garry.goddard(a~sa.gov.au

GPO Box 11071 Adelaide, South Australia 5001

Level 10, 1 King William Street, Adelaide, SA 5000

DISCLAIMER: The information in this e-mail may be confidential and/or legally privileged. It is intended solely for the addressee. Access to this e-mail by anyone else is unauthorised. If you are not the intended recipient, any disclosure, copying, distribution or any action taken or omitted to be taken in reliance on it, is prohibited and may be unlawful. If you have received this email in error, please delete it from your system and notify the sender immediately. DIS does not represent, warrant or guarantee that the integrity of this communication has been maintained or that the communication is free of errors, virus or interference.

From: Reid, Adam (DIS)

Sent: Tuesday, 7 August 2018 8:41 PM

To: Goddard, Garry (DIS) <Garrv.Goddard(@sa.gov.au>; Ker, Grant (DIS) <Grant.l<[email protected]>; Treasure, Sarah (DIS) <Sarah.Treasure(cDsa.gov.au>; DIS:OCE <[email protected]>; DIS:Office of Minister Pisoni <[email protected]> Cc: Francis, Ilona (DIS) <[email protected]>; Musolino, Jim (DIS) <[email protected]> Subject: Urgent: Appointment of Chief Entrepreneur [SEC=Government, DLM=Sensitive:SACabinet]

Sensitive: SA Cabinet

All,

Kind Regards

Adam Reid Executive Director

Industry, Innovation, Science and Small Business Department for Industry and Skills

T +61 (8) 8429 3239

E adam.reid(a)sa.gov.au

GPO Box 320, Adelaide, South Australia 5001 Level 3, 11 Waymouth Street, Adelaide 5000

z

6(1) Personal affairs



Government of South Australia

Department for Industry and Skills

DISCLAIMER: The information in this e-mail may be confidential and/or legally privileged. It is intended solely for the addressee. Access to this e-mail by anyone else is unauthorised. If you are not the intended recipient, any disclosure, copying, distribution or any action taken or omitted to be taken in reliance on it, is prohibited and may be unlawful. If you have received this email in error, please delete it from your system and notify the sender immediately. DIS does not represent, warrant or guarantee that the integrity of this communication has been maintained or that the communication is free of errors, virus or interference.

3

MINUTES forming ENCLOSURE to: MIN00/00000

TO: PREMIER

RE: APPOINTMENT OF THE CHIEF ENTREPRENEUR FOR SOUTH AUSTRALIA

INTRODUCTION

On 3 August 2018, the Interim Entrepreneurship Advisory Board (EAB) recommended three potential candidates for the first Chief Entrepreneur for South Australia. Having considered the necessary attributes for the first Chief Entrepreneur, I nominate Mr Jim Whalley, Chairman and Director of Nova Group be appointed to the role for a term of two years, commencing in September 2018 to September 2020.

DISCUSSION

The South Australian Government has committed to having the highest rate of business startup in the country within a decade. To support this aim, the Government has committed to appoint a Chief Entrepreneur who will work with the Entrepreneurship Advisory Board to promote and enable entrepreneurship and support the growth and development of start-ups in South Australia. The Chief Entrepreneur will be supported by the Office of the Chief Entrepreneur and the Department for Industry and Skills.

The Chief Entrepreneur will support growth in the State's start-up ecosystem, creating an enabling environment for entrepreneurship, attracting investment and talent. South Australians will be motivated to create and grow businesses in this state and supported by research institutions, private service providers, mentors and government through the Office of the Chief Entrepreneur and FIXE at Lot Fourteen. As the champion for startups and entrepreneurs across the State, the Chief Entrepreneur will provide high-level strategy and policy advice to promote the growth of entrepreneurship in the state.

The Chief Entrepreneur will report to the Minister for Industry and Skills and Chair the Entrepreneurship Advisory Board.

The recommendation of Mr Whalley is based on his demonstration of the following attributes:

• His strong ability to advocate the vision for entrepreneurship in South Australia in an articulate and influential manner

• His proven entrepreneurial success in founding Nova Group and building it to become a successful multinational corporation

• His demonstrated integrity and commitment to South Australia and the community

• His political nous and ability to navigate diplomatically across different levels of government and internationally

3

• His strong and broad industry networks

RECOMMENDATION

It is recommended that you:

• approve my recommendation to appoint Mr Jim Whalley as Chief Entrepreneur for South Australia.

• sign and send the Letter of Appointment and attached document to Mr Whalley


/ /2018

Attachments:

• Biography of Mr Jim Whalley

• Letter of Appointment Attachments to the letter 1. Instrument of Appointment 2. Terms of Reference 3. Code of Ethics 4. Guidelines for Volunteers

ATTACHMENT 1 — BIOGRAPHY

MR JIM WHALLEY CHAIRMAN AND DIRECTOR NOVA GROUP

Jim is Chairman and co-founder of Nova.

He is a former air force fighter pilot and test pilot, with over 4,000 flying hours on more than 40 types of aircraft, ranging from propeller and jet transport aircraft to helicopters and high-performance fighters.

He is a graduate of the Royal Air Force Empire Test Pilots course and, amongst other qualifications, holds a Master of Business Administration, a science degree and is a graduate of the Harvard Business School OPM Executive Education Program.

He is a member of the Sir Ross and Keith Smith Advisory Committee, The University of Adelaide Business School Advisory Council, the Federal Government's Defence Industry Innovation Centre Advisory Board and Deputy Chairman of

The Repat Foundation. Jim is a member of the Society of Experimental Test Pilots, the Flight Test Society of Australia, the Royal Aeronautical Society and the Australian Institute of Company Directors.

4

Mr Jim Whalley c/o Nova Group 27-31 London Road Mile End South SA 5031

Dear Mr Whalley

I am pleased to advise of your appointment to the role of Chief Entrepreneur for South Australia for a term of two years commencing on [date] through to [date].

I value your strong experience as an entrepreneur and welcome the opportunity to work with you. I have no doubt that you will play a key role in guiding the State as we seek to deliver on the Government's commitment to make South Australia's rate of business startups the highest in Australia within a decade.

As the Chief Entrepreneur, you will report to the Minister for Industry and Skills and Chair the State's Entrepreneurship Advisory Board (EAB). Current members of the EAB have been appointed on an interim basis. Your role, and the EAB, will be supported by the Office of the Chief Entrepreneur.

By accepting this appointment, you acknowledge that the role is unpaid and that you will act in a voluntary capacity. You will however, be compensated for reasonable expenses incurred in undertaking the role of Chief Entrepreneur up to a maximum value of $40,000.

Please find attached an Instrument of Appointment reflecting your appointment (Attachment 1) and a Role Statement (Attachment 2).

While The Code of Ethics for the South Australian Public Sector (the Code, Attachment 3) does not apply to volunteers in public sector agencies, it is a condition attached to the permission or licence granted to you to act as a volunteer that you will act in a manner consistent with the Code.

The Principles of Conduct for South Australian Public Sector Volunteers (Attachment 4), is based on the Code and outlines the values and standards of professional conduct expected of public sector volunteers. It is a requirement for all volunteers to act in a manner consistent with these principles.

Please sign all documents where indicated and return to:

Mr Adam Reid Executive Director, Industry, Innovation, Science and Small Business Department for Industry and Skills Level 3, 11 Waymouth Street ADELAIDE SA 5000 Adam. Reid(a,sa.gov.au

5

I thank you for your continued commitment to supporting the growth of entrepreneurship in South Australia and look forward to working with you as we build an exciting future for our state.

Yours sincerely

Steven Marshall PREMIER

/ /2018

Encl. Attachment 1: Attachment 2: Attachment 3: Attachment 4:

Instrument of Appointment Chief Entrepreneur for South Australia — Role statement Code of Ethics for the South Australian Public Sector Guideline of the Commissioner for Public Sector Employment

Attachment 1: Instrument of Appointment - Chief Entrepreneur for South Australia

I (print full name)

as Chief Entrepreneur for the State of South Australia undertake: ❑ to perform the functions of Chief Entrepreneur set out in Attachment 2; ❑ to act in a manner consistent with the Code of Ethics for the South Australian Public Sector:

https://publicsector.sa.gov. au/wp-content/uploads/20180411-Code-of-Ethics-for-the-South-Australian-Public-Sector.pdf;

❑ to act in a manner consistent with The Principles of Conduct for South Australian Public Sector Volunteers:

https:Hpublicsector.sa.gov.aulwp-content/uploads/26102016-Volunteer-Guideline-Version-5.pdf;

❑ subject to disclosure to the SA government, to keep confidential any information I receive in my role;

❑ to immediately disclose any conflict of interest or perceived conflict of interest that may arise in performing the role;

❑ to not bind, or represent that I have authority to bind, the South Australian government to any financial or contractual commitment unless I have expressly received prior written authority to do so;

❑ to seek approval before making any media or public announcements;

❑ to provide copies of receipts and invoices in respect to reimbursement of any reasonable expenses that I might claim arising from my performance of the role;

❑ that I am undertaking this role as volunteer and that there is no contract for service or intention to create legal relations arising between the parties; and

❑ that either Party may terminate this engagement at any time and for any reason.

As a volunteer, I undertake to: ❑ provide current personal details in order for the agency to administer its duty of care

responsibilities (including undertaking a screening assessment if necessary);

❑ be reliable and accountable for my actions as a volunteer; ❑ respect the privacy of others; ❑ carry out volunteering functions according to the role description; ❑ in so far as is reasonably practicable, to work in a safe manner and take reasonable care for

my own health and safety, ensuring their actions do not adversely affect the health and safety of others;

❑ respect the volunteer philosophy of the South Australian government; ❑ undertake training as required; and ❑ value and support others.

Signed by the Chief Entrepreneur Signed by the Executive Director

Name: Name:

Signed Signed

Dated day of 2018 Dated day of 2018

6


~, '` ,'~' Department for Industry and Skills

CHIEF ENTREPRENEUR FOR SOUTH AUSTRALIA

ROLE STATEMENT

The role of the Chief Entrepreneur is to advocate for entrepreneurship and economic growth in South Australia. They will support growth in the State's future industries and entrepreneurship ecosystem, helping to create an environment that enables entrepreneurship, connects entrepreneurs with future industries, attracts investment and skilled talent and motivates established businesses to grow from South Australia. As the champion for startups and entrepreneurs across the State, the Chief Entrepreneur will provide independent advice to the Premier, Minister(s) and Cabinet on matters of innovation and entrepreneurship policy.

The Chief Entrepreneur will be appointed by the Premier of South Australia for a term of up to two-years, subject to review of performance every 12 months. The Chief Entrepreneur cannot be appointed for more than two consecutive terms, unless otherwise agreed by the Premier.

The Chief Entrepreneur will Chair the Entrepreneurship Advisory Board (EAB) and report to the Minister for Industry and Skills.

The Chief Entrepreneur and EAB will be responsible for maintaining a relevant and modern vision for the Innovation, Incubator, Startup and Growth Hub at Lot Fourteen which will be known as FIXE @ Lot Fourteen. They will also oversee its governance and management structure. The Chief Entrepreneur and EAB will be supported by the Office of the Chief Entrepreneur.

The Chief Entrepreneur will serve in an advisory role to grow South Australia's startup ecosystem with a strong emphasis on:

• Creating a vibrant entrepreneurial community across all forms of business and industry in South Australia;

• Cultivating and promoting an entrepreneurship culture and appreciation of the role of entrepreneurship to future prosperity within the community;

• Increasing collaboration across South Australia's startup ecosystem and strengthening connections with networks nationally and globally to build scale and competitiveness on the global stage;

• Building a strong pipeline of talent and entrepreneurially minded graduates and entrepreneurs, including attracting inbound talent seeking to grow their business from South Australia;

• Leveraging cross-government complementary policies that advance the State's entrepreneurial vision; and

• Attracting and growing the pool of investment, including an active community of angel investors and venture capital funds.

The Chief Entrepreneur will agree an annual work plan with the Minister for Industry and Skills that outlines key priorities and activities. Where appropriate, the Chief Entrepreneur may represent the State on selected national (or similar) committees and councils as well at entrepreneurship / startup conferences nationally or internationally where relevant to promote South Australia.

7


'~Q);' Department Indust and Skills P Industry

Desirable qualities of Chief Entrepreneur

Successful and respected entrepreneur who has built businesses that have succeeded in national or global markets.

Passionate about individuals "having a go", a champion for those who have tried and failed at pursuing their ideas and an affinity for grassroots businesses.

Experience in successful capital raising from different sources such as angel investors, venture capital or commercialisation grants.

Recognises and champions diversity and inclusion amongst the business community.

Inspiring leadership qualities and an acknowledged and respected business leader.

A good communicator, networker and storyteller.

Well connected to interstate and international business communities to understand the needs of global customers and markets.

A genuine passion for South Australia and drive to make the State one of the world's premier business hotspots.

The appointment is part-time (to be negotiated), and consideration will be given to the Chief Entrepreneur's availability throughout their tenure.

The Chief Entrepreneur will be expected to meet with the Department for Industry and Skills on a quarterly basis to inform Government policy and programs.

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Commissioner for Public Sector Employment

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The Government of South Australia acknowledges Aboriginal people as the first peoples and nations of South Australia.

The South Australian Government and public sector recognise and respect their cultural connections as the traditional owners and . occupants of the land and waters of South Australia and that they maintain a unique and irreplaceable contribution to the State.

CONTENTS INTRODUCTION

APPLICATION OF THE CODE

Responsibility of Employees

Responsibility of Chief Executives and Other Organisational Leaders

Statutory Responsibility of the Commissioner for Public Sector Employment

FOUR FOUNDATIONS

Democracy

Impartiality

Accountability

Diversity

PUBLIC SECTOR VALUES

PROFESSIONAL CONDUCT STANDARDS

Professional and Courteous Behaviour

Public Comment

Handling Official Information

Use of Government/Public Resources

Conflicts of Interest

Outside Employment

Acceptance of Gifts and Benefits

Criminal Offences

Reporting Unethical Behaviour

FURTHER INFORMATION 15

THE GOVERNMENT IS COMMITTED TO ENSURING THAT SOUTH AUSTRALIA IS A PLACE WHERE PEOPLE AND BUSINESS THRIVE. The public sector must serve this vision through a strong culture of service excellence, founded on a productive working relationship with communities and business.

Above all, this relationship must be established on trust, and the guarantee that public sector employees will act effectively and with the utmost professional integrity.

This Code of Ethics for the :. South Australian Public Sector is the Code of Conduct forthe purposes of the Public Sector Act2009, and all public sector employees are bound by it.

One of the primary aims of the Act is embed a culture of "one . government" across the sector. Although public sector employees work in diverse range of professions and organisations, they should be united by common values and standards of professionalism. These values and standards are articulated in this Code.

This Code has been updated to ensure its relevance to the opportunities and challenges that face modern South Australia. It incorporates the views provided by employees and other stakeholders since the Code was last issued in 2010.

It is intended that the Code will help employees challenge traditional ways of working while maintaining the essential principles of their profession and reliably servingthe community and Government of the day.

CODE OF ETHICS FOR THE SOUTH AUSTRALIAN PUBLIC SECTOR

RESPONSIBILITY OF EMPLOYEES

This Code of Ethics forth South Australian Public Sector is the Code of Conduct for the purposes of the PublicSectorAct2009, and all public sector employees are bound by it regardless of:

• the nature or level of employment;

• employment status; or

• the nature of the public sector organisation in which an employee works.

Every public sector employee must familiarise themselves with the content of this Code and conduct themselves in a manner consistent with the values and standards of professional conduct that are set out herein.

Some public sector employees, such as health professionals and lawyers, are bound by codes of conduct specificto their profession. In such cases, employees must have regard to the Code of Ethics for the South Australian Public Sector as well as their professional codes.

RESPONSIBILITY OF CHIEF EXECUTIVES AND OTHER ORGANISATIONAL LEADERS

Strong and visible leadership is a critical factor in achieving support for, and adherence to, the values and professional conduct embodied by this Code.

Chief executives and other organisational leaders have a special responsibility to demonstrate publiclytheir supportfor both the spirit and letter of the Code through their actions.

In addition to exemplary personal behaviour, chief executives and other

organisational leaders are responsible for raising awareness of the Code, promoting debate on application of its content, and responding to any issue - including requests for guidance - raised by employees.

4 CODE OF ETHICS FOR THE SOUTH AUSTRALIAN PUBLIC SECTOR

STATUTORY RESPONSIBILITY OF THE COMMISSIONER FOR PUBLIC SECTOR EMPLOYMENT

It is the responsibility of the Commissioner for Public Sector Employment to issue this Code under Part 4, Section 14(1)(a) of the Public Sector Act 2009.

The Commissioner will also monitor and report to Parliament on the extent to which the Code has been observed. The Commissioner is required to keep the Code under review and may vary, or revoke and substitute the Code.

ALL PUBLIC SECTOR EMPLOYEES ARE O

BOUND BY THE CODE O OF ETHICS


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THE VALUES AND STANDARDS OUTLINED IN THIS CODE BUILD UPON FOUR FOUNDATIONS OF PUBLIC SERVICE:

DEMOCRACY

It is the role of the public sector to support the Government of the day, under law and the Constitution, in achieving the common good, primarily by providing services to the community. An emerging feature of South Australia's democracy is a higher level of collaboration between the public sector and the community in the design and delivery of services and the involvement of people in decisions that affect their lives.

IMPARTIALITY

Public sector employees must be detached from political influence and the influence of partisan interests within the community. Instead, public sector employees must rely on evidence to provide objective advice to Government and implement directions promptly and thoroughly.

ACCOUNTABILITY

Within a broad system of accountability under which ministers are accountable to Parliament, public sector employees are accountable for exercising their delegated authority and for performing their role within the values and standards of conduct outlined in this Code.

DIVERSITY

The South Australian public sector should be as diverse as the community it serves, The views and experiences of all people should be respected, regardless of nationality, gender, cultural or social background, sexuality, religion, age, or physical or intellectual ability.

CODE OF ETHICS FOR THE SOUTH AUSTRALIAN PUBLIC SECTOR 7

Ln THE SOUTH AUSTRALIAN IU PUBLIC SECTOR IS

CONTINUOUSLY EVOLVING.

Ministers, chief executives and other public sector employees have collectively defined values to guide the sector's long-term development.

The values are, in part, based on the traditional tenets of public service. Yet they also reflect the evolution of the sector, and the modern world in which it operates.

The values are articulated in the Public Sector Values and Behaviours Framework. All public sector employees should endeavour to embodythe values in their work.


The values are:

G.,/ SERVICE Proudly serve the community and Government of South Australia.

GV PROFESSIOG]I;," ES, 71i Strive for excellence.

TRUST Have confidence in the ability of others.

GV RESPECT Value every individual.

OV COLLABOR[j, dCV L Cyr 'uf: -[G~ LE Create solutions together.

GV ~ 1OC,!,ESTY & INTEGRITY Act truthfully, consistently, and fairly.

GV COURAGE & TENACITY Never give up.

GV SUSTAINABILITY Work to get the best results for current and future generations of South Australians,


EMPLOYEES MUST EXHIBIT THE HIGHEST STANDARDS OF PROFESSIOf ,W . CONDUCT IN ORDER TO MAID' TAIN THE INTEGRITY OF THE SOOT; i AUSTRALIAN PUBLIC SECTOR.

These professional conduct standards are the disciplinary provisions of the Code of Conduct for the purposes of the Public Sector Act 2009.

Contravention or failure to comply with these professional conduct standards will constitute misconduct as defined by the Public Sector Act 2009. Any employee who fails to comply with these conduct standards maybe liable to disciplinary action.

Public sector organisations may choose to issue agency-specific conduct standards. Additional standards must be consistent with these standards, the Public SectorAct2009, the Public Sector Regulations 2010 and any other relevant legislation, industrial instrument or Government policy. Such conduct standards are not to be labelled as a'code'.


This section of the Code outlines the standards of conduct regarding:

• PROFESSIONAL AND COURTEOUS BEHAVIOUR

• PUBLIC COMMENT

• HANDLING OFFICIAL INFORMATION

• USE OF GOVERNMENT/PUBLIC RESOURCES

• CONFLICTS OF INTEREST

• OUTSIDE EMPLOYMENT

• ACCEPTANCE OF GIFTS AND BENEFITS

• CRIMINAL OFFENCES

• REPORTING UNETHICAL BEHAVIOUR

PROFESSIONAL AND COURTEOUS BEHAVIOUR

Public sector employees will not at any time act in a manner that a reasonable person would view as bringing them, the agency in which they work, the public sector, or Government into disrepute; or that is otherwise improper or disgraceful.

Public sector employees will comply with a lawful and reasonable direction given to them as an employee by a person with authorityto give such direction.

Public sector employees will at all times treat other persons with respect and courtesy.

Public sector employees will not be absent from duty without authority or proper explanation or excuse.

Public sector employees will be diligent in the discharge of their role and duties and not act in a way that is negligent.

PUBLIC COMMENT

Public sector employees will only make public comment in relation to their duties, the public sector or the Government— including policy and programs—when specifically authorised to do so. Such comment will be restricted to factual information and professional advice and avoid the expression of personal opinion. Public comment includes providing information or comment to or in any media (electronic and print), including posting comment on the internet and speaking engagements.

Notwithstandingthe above, public sector employees may engage in a private capacity in conduct intended to influence public opinion on an issue, or promote an outcome in relation to an issue of public interest except in the circumstances set out in section 15(2) of the Public SectorACt2009.

These provisions do not apply to certain statutory office holders (or other authorised officers or employees) who are entitled to make independent public comment, either through convention, under legislation or pursuantto delegated authority.


HANDLING OFFICIAL INFORMATION

By virtue of their duties, public sector employees frequently access, otherwise deal with, and/or are aware of, information about issues, facts and circumstances that they know, or where a reasonable person in the circumstances would know, needs to be treated as confidential.

Public sector employees will not access or attempt to access official information other than in connection with the performance by them of their duties and/or as authorised.

Public sector employees will not disclose official information acquired through the course of their employment other than is required by law or where appropriately authorised in the agency concerned.

Public sector employees will not misuse information gained in their official capacity, including, but not limited to:

• purchasing shares or other property on the basis of confidential information about the affairs of a business or of a proposed Government action; or

• seekingto use information for personal benefit or gain or for the personal benefit or gain of another.

Public sector employees will maintain the integrity and security of official information for which they are responsible. Employees will also ensure that the privacy of individuals is maintained and will only release information in accordance with relevant legislation, industrial instruments, policy, or lawful and reasonable direction.

USE OF GOVERNMENT/ PUBLIC RESOURCES

Public sector employees shall use the Government/public resources that are the property of the Crown efficiently and only for appropriate purposes as authorised.

Government/public resources (Crown property) include physical, financial,

.technological and intellectual property.

The Crown retains ownership of these resources.

CONFLICTS OF INTEREST

Public sector employees will avoid actual or potential conflicts of interest.

Public sector employees will ensure their personal orfinancial interests do not influence or interfere with the performance of their role. They will ensure the interests of family members, friends or associates (as defined in the Public5ector(Honesty and Accountobility) Act 1995) do not influence the performance by them of their duties and/ ortheir role as a public sector employee.

Employees will disclose in writing to their chief executive or agency head any actual or potential conflicts of interest at the earliest available opportunity and complywith any lawful and reasonable direction issued by a person with authority to issue such direction to resolve the conflict or potential conflict, including written direction by a relevant authority pursuant to the Public Sector (Honesty ondAccountobility) Act 1995.


OUTSIDE EMPLOYI.1EIJ

Public sector employees must not engage in employment or other remunerative activity outside of their public sector employment where the activity conflicts with, or has the potentia(to conflict with, their role as a public sector employee, or if the performance of such outside employment or activity might affecttheir capacity to perform their public sector duties.

Public sector employees will obtain written permission from their agency head or delegate before engaging in any outside employment or remunerative activity (including any employment, work or service for which payment is made by way of pay, salary, honorarium, commission, fee, allowance or other reward).

In general, it is not necessary for employees to obtain permission to involve themselves in or undertake voluntary or unpaid activities or paid recreational activities (e.g. sport coaching) unless there is an actual or potential conflict of interest between such activity and their duties and/or role as a public sector employee.

Public sector employees who leave the public sectorto work with a non-Government employerwill avoid situations which would result in an unfair advantage for their new employer. This holds particularly in the case where the employer is bidding for a government contract or is competing for a grant or similar disbursement of public moneys.

i~~CCEs~TAC~:CE OF G1~=rr"S AND BENEFIT''

Public sector employees will not seek or acceptgifts or benefits for themselves or others that could be reasonably perceived as influencingthem in the performance of their duties and functions as a public sector employee.

Non-pecuniary gifts or benefits offered to employees by representatives of other governments may be accepted, as may gifts from non-Government sources if they are obviously mementos or gifts of a symbolic nature.

All employees will comply with any policies of their agency in relation to accepting, declaring and/or recording the receipt of gifts or benefits.

CKAINAL OF-i-LNCFS

Public sector employees will at the earliest possible opportunity advise their manager (or if their manager is not available, some other person in management in the agency in which they are employed or working) if they are charged with a criminal offence and, if admitted or proven, there would be a connection between the offending conduct and the employee's public sector duties/role or position and/or status.

Reports to a manager or person in management will be in writing.

Public sector employees will comply with all legislation, industrial instruments, policies and procedures and lawful and reasonable directions relevant to their role as a public sector employee and/or to the performance of their duties.

CODE OF ETHICS FORTH E SOUTH AUSTRALIAN PUBLIC SECTOR 13

REPORTING UNETHICAL BEHAVIOUR

Public sector employees will report to an appropriate authority workplace behaviour that a reasonable person would suspect violates any law, is a danger to public health or safety or to the environment, or amounts to misconduct. This obligation does not derogate from the obligations on public sector employees under the Directions and Guidelines issued by the Independent Commissioner Against Corruption.

Public sector employees who are potential witnesses or are otherwise capable of assisting, will actively cooperate and assist with any investigation into the suspected or alleged conduct of another public sector employee that, if proven, would amount to misconduct (including corruption and maladministration as defined in the Independent Commissioner Against Corruption Act 2012) and any other processes relating to the management of such suspected or alleged conduct. This obligation does not impact upon the right against self-incrimination of employees suspected of committing or alleged to have committed misconduct.

Public sector agencies will inform employees of their rights and responsibilities under Whistleblowers Protection Act 1993.


LEGISLATION AND REGULATIONS, INCLUDING:

• Public Sector Act 2009

• Public Sector Regulations 2010

• Public5ector(Honesty and Accountability Act) 1995

• Independent Commissioner Against CorruptionAct 2012

• Public Corporations Act 1993

• Criminal Law Consolidation Act 1935

• Summary Offences Act 1953

• Equal Opportunity Act 1984

• Freedom of Information Act 1991

• Work Health and Safety Act 2012

• Public Finance and AuditAct1987

• Whistleblowers Protection Act 1993

• Lobbyist Code of Conduct

• State Records Act 1997

• Disability Discrimination Act 1992 (Commonwealth Government)

• any other relevant agency-specific legislation

PUBLIC SECTOR VALUES AND BEHAVIOURS FRAMEWORK

DETERMINATIONS AND GUIDELINES ISSUED BY THE COMMISSIONER FOR PUBLIC SECTOR EMPLOYMENT

PUBLIC SECTOR-WIDE POLICIES ISSUED BY THE GOVERNMENT, THE DEPARTMENT OF THE PREMIER AND CABINET, THE DEPARTMENT OF TREASURY AND FINANCE, AND THE COMMISSIONER FOR PUBLIC SECTOR EMPLOYMENT

ANY AGENCY-SPECIFIC POLICIES AND CONDUCT STANDARDS

TREASURER'S INSTRUCTIONS

DIRECTIONS AND GUIDELINES ISSUED BY THE INDEPENDENT COMMISSIONER AGAINST CORRUPTION

THE OFFICE FOR PUBLIC INTEGRITY AND INDEPENDENT COMMISSIONER AGAINST CORRUPTION

SOUTH AUSTRALIA POLICE ANTICORRUPTION BRANCH

CROWN SOLICITOR'S OFFICE


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Office for the Public Sector

GUIDELINE OF1111[I

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9

Guideline of the Commissioner for Public Sector Employment ® Volunteers

Date of Operation 3 November 2016

Review Date 3 November 2017

Who is covered by this guideline?

This Guideline is intended as a Whole of Government Policy for public sector agencies as defined by the PubllcSector Act2OO9(SA) and maybe adopted and applied by individual agencies, For further information, see section 5 of this document.

Guideline of the Commissioner for Public Sector Employment Volunteers Page 2 a't 14

CONTENTS

Who is covered by this guideline? 2

Contents 3

1. INTENT 4

2. COMMENCEMENT AND APPLICATION 4

3. INTERPRETATION 4

4. CONTEXT 4

5. SCOPE 4

6. AGENCY-LEVEL GUIDELINE 5

7. REGULATION OF VOLUNTEERING 5

7.1. Work Health and Safety Act 2012 (SA) 5

7.2. Equal Opportunity Act 1984 (SA) 5

8. RESPONSIBILITIES OF VOLUNTEERS 5

9. RESPONSIBILITIES OF CHIEF EXECUTIVES, AGENCY HEADS OR DELEGATES 6

10. RECRUITMENT 6

11, SCREENING AND PROVISION OF PERMISSION TO ACT AS A VOLUNTEER 6

12. ACTIVITIES 6

13. TRAINING 6

14. CONFIDENTIALITY 7

15. PRINCIPLES OF VOLUNTEER CONDUCT 7

16. REIMBURSEMENT OF OUT-OF-POCKET EXPENSES 7

17. RECOGNITION 7

18, INSURANCE COVER FOR SOUTH AUSTRALIAN GOVERNMENT VOLUNTEERS 8

ATTACHMENT A: REGULATION OF VOLUNTEERS IN THE SOUTH AUSTRALIAN PUBLIC SECTOR 9

OTHER RELEVANT LEGISLATION 9

RELEVANT GUIDELINES 10

RELATED RESOURCES 10

ATTACHMENT B: PRINCIPLES OF CONDUCT FOR SOUTH AUSTRALIAN PUBLIC SECTOR VOLUNTEERS 11

Guideline of the Commissioner for Public Sector Employment Volunteers Page 3 of 14

1. INTENT

The intent of this Guideline is to assist in ensuring persons acting as volunteers in public sector agencies are managed and otherwise treated in a fair and equitable manner.

Z. COMMENCEMENT AND APPLICATION

® This Guideline will come into effect on 3 November 2016 ® This Guideline applies to "public sector agencies" as defined in section 3(1) of the PublicSectorAct2009.

3. INTERPRETATION

In this Guideline:

® 'agency' means a public sector agency that falls within the scope of application of this Guideline as noted above in clause 2 of this document;

• 'volunteer' means a person who performs functions in a public sector agency on a voluntary basis; ® volunteer manager' means public sector employees with primary responsibility for managingthe relationship with and

services provided by persons acting as volunteers, regardless of the actual title of the relevant role, duties or position; ® a reference to any legislation, regulation or statutory instrument in this Guideline shall be deemed to include any

amendment, repeal or substitution thereof, and

• A'permission or licence to act as a volunteer' means that the volunteer has been assessed to meet the requirements of an organisation/agency's volunteer position and has been approved to occupy the position by an appropriate site leader or agency delegate.

4. CONTEXT

South Australian public sector agencies work in partnership with thousands of persons who act as volunteers in a variety of ways to deliver a range of services to the South Australian community.

Public sector agencies have an obligation to take a consistent approach to the management and support of volunteers, with an emphasis on maximising the effective use of their skills and experience, and appropriate recognition of the contribution they make.

5. SCOPE

This Guideline applies to all public sector agencies and is intended to cover all volunteering to the State/Crown (with the exception of specific categories that are covered by legislation (i.e. SES and CFS) including volunteering to the State via a school and recognises that volunteers:

• provide services as a volunteer of their own free will and for the common good to both the volunteer, public sector and community;

a perform as a volunteer without financial gain;

® are not to perform functions that should be provided by employees (with exception to volunteers performing duties under the Fire and EmergencyServicesAct2005); and

® provide an important role in the delivery of government services to the community.

This Guideline is limited to persons who become volunteers through direct liaison with a chief executive, agency head or delegate and who perform volunteering functions in respect of public sector programs and service delivery within/by public sector agencies.

This Guideline does not apply to people contributing to an agency as part of a work experience or work placement.

Guideline for the Commissioner for Public Sector Employment Volunteers Page 4 of 14

6. AGENCY-LEVEL UUIDELINE

The provisions of this Guideline are deliberately broad in scope and are intended to accommodate the many diverse relationships between public sector agencies and volunteers.

To help reduce any risks associated with using volunteers, agencies should develop appropriate volunteering policies specific to their needs and update them regularly. Any agency-specific policy must be complementary with this Guideline.

7. r77GULATION OF VOLUNT771ING

Volunteers are not public sector employees or otherwise engaged pursuant to anyform of contract. Consequently, governing legislation, such as the Pub#c5ectorAct2009, and industrial instruments such as awards and enterprise agreements, do not apply to them. Likewise, workplace policies, procedures and guidelines applicable to employees do not apply to volunteers, however it is expected that volunteers will, as appropriate, be required to act in a manner consistent with them as a condition of the license or permission granted to them to act as a volunteer. There is, however, legislation that applies to all volunteers:

7.1. Work Health and5afetyAct2012(SA) (WH&S Act)

For the purposes of the WH&S Act volunteers are to be treated as workers. Section 7 of the WH&S Act defines a person as a worker "if the person carries out work in any capacity for a person conducting a business or undertaking work as a volunteer".

This means that public sector agencies must ensure health and welfare of volunteers (as far as reasonably practicable) and that volunteers are to be consulted with respect to work health and safety matters and provided with the necessary information, training and supervision.

Volunteers must also take reasonable care for their own health and safety, ensure that their actions do not adversely affect others, and comply with any reasonable instructions, policies and procedures relevant to the health and safety within the agency.

7.2. Equal OpportunityAct1984(SA) (EO Act)

For the purposes of the EO Act an unpaid worker is treated as an employee. This means that volunteers not only have the right to lodge a complaint of unlawful discrimination or harassment, they also have the same legal obligations as a paid employee — they must not discriminate against employees, other volunteers or people using government goods or services on unlawful grounds.

The Equal Opportunity Commission has the capacity to investigate and conciliate complaints of unlawful discrimination and harassment, including those made by volunteers.

Other legislation that applies to specific volunteers is listed in Attachment A,

While certain employment policies may provide guidance on managing volunteers, they cannot apply to volunteers per se.

Persons who perform volunteer duties for a public sector agency are provided with a permission or licence to act as a volunteer by a chief executive, agency head or delegate. That permission or licence is subject to conditions and may be revoked due to a breach of these conditions by the volunteer, subject to the volunteer being afforded procedural fairness.

0. C'POC9" ECILITIES OF VOLUNTEERS

Volunteers participating in the work of public sector agencies are accountable for their actions and may, as part of the permission or licence provided to them, be expected to observe similar ethical, policy and/or legislative requirements as employees.

Volunteers assisting in the provision of public sector agency services have a responsibility to perform their role and otherwise act in a manner consistent with the conditions of the permission or licence provided to them to act as a volunteer. Conditions that should always apply to the permission or licence to act as a volunteer are that the volunteer is to:

a treat agency, personal, and confidential information in accordance with relevant privacy instructions;

® engage in orientation and other training activities as required;

Guideline of the Commissioner for Public Sector Employment

Volunteers Page 5 of 14

® provide accurate and honest information to public sector employees and officers of the Crown, other volunteers, customers and members of the public; and

® comply with the Principles of Conduct forSouth Australian Publicsector Volunteersoutlining the values and standards of professional conduct expected of public sector volunteers (Attachment B).

The responsibilities of volunteers must be made clear to them in the permission or licence granted to them to act as a volunteer and they should be provided with the information, training and/or resources necessary to enable them to meet these responsibilities.

Volunteers should also make a realistic commitment in terms of both time and area of involvement and at the time they seek a licence or permission to act as a volunteer, acknowledge that the agency within which they are volunteering expects these commitments to be fulfilled.

9. RESPONSIBILITIES OF CHIEF EXECUTIVES, AGENCY HEADS OR DELEGATES

Agencies that host, or propose to host, persons as volunteers should:

® establish the role of prospective volunteer activities guided by agency guidelines and procedures;

® weigh up the costs and benefits involved in hosting volunteers;

® identify the relevant skills and/or knowledge volunteers can provide;

® ensure volunteers have the mental and physical capacity to perform the specific tasks required;

® consult appropriately with employees, unions and existing volunteers (where matters affect volunteers directly); ® ensure volunteer involvement is adequately resourced;

® consider the potential liability/risk exposure to the agency in using volunteers; and

® ensure volunteers are not used where employment should be utilised.

10. RECRUITMENT

Agencies that utilise volunteers should aim to foster the enlistment of a diverse range of persons as volunteers.

Creating a variety of volunteering opportunities that are flexible in terms of the availability and interests of potential volunteers is important in both recruitment and retention.

11. SCREENING AND PROVISION OF PERMISSION TO ACT AS A VOLUNTEER

The main aim of screening processes is to identify persons whose backgrounds may indicate they are unsuitable to act as a volunteer. In addition, these processes assist in matching the expectations, interests, availability, commitment, and skills of prospective volunteers with activities to be undertaken.

A range of screening processes needs to operate in respect of prospective volunteers including: expressions of interest, interviews, reference or character checks, screening and regular police checks, and induction sessions.

Volunteers who will be working with vulnerable people (whether children and young people, people with disability or the elderly) will be required to undergo specific assessments in line with the relevant legislation.

12. ACTIVITIES

Agencies need to ensure that volunteer activities positively support the achievement of program and organisational objectives. The volunteer activity should be meaningful, both to the volunteer and in contributing to the work of the agency. Volunteers should not be exploited or expected to perform tasks that employees are reluctant to undertake.

13. TRAINING

Volunteers may require specialised skills or knowledge to perform volunteer activities. In these instances, volunteers should be provided with the necessary training either informally through mentoring or on thejob training, or formally through accredited training.


Agencies should ensure all volunteers are appropriately trained so they can perform their functions effectively without creating risks to themselves or to others.

14. CONFIDENTIALITY

Volunteers may be exposed to confidential information in the course of undertaking their duties. Chief executives, agency heads or delegates should ensure that part of the conditions applying to the permission or licence granted to persons to act as volunteers in public sector agencies assist in ensuring the confidentiality of information. Volunteers should also be given the necessary information and/or training to make them aware of their obligations in this regard.

15. PRINCIPLLS CF VOLUNTEER CONDUCT

The Code ofEthics forthe5outhAustralianPublic5ector(the Code) does not apply to volunteers in public sector agencies. However, as a condition attached to the permission or licence granted to a person to act as a volunteer in a public sector agency, there should be a requirement for volunteers to act in a manner consistent with the Code.

The Principles of Conduct for5outh Australian Public Sector Volunteers(Attachment B), which are based on the Code, outlines the values and standards of professional conduct expected of public sector volunteers. A requirement for volunteers to act in a manner consistent with these principles may be attached to the permission or licence granted to a person to act as a volunteer in a public sector agency.

There should also be reference to any other relevant legislation, industrial instrument or government guideline in the permission or licence granted to a person to act as a volunteer in a public sector agency.

Public sector agencies may choose to issue agency specific conduct standards. Such additional standards must be consistent with the Code and any other relevant legislation, industrial instrument or government guideline. Such standards must not be labelled as a'code',

As noted previously in this Guideline (section 7Regulation of Volunteering), if a volunteer breaches the conditions attached to their permission or licence to act as a volunteer, this permission or licence may be withdrawn,

16. REIMBMSEMENT OF OUT-OF-POCKET EXPENSES

Agencies should provide all equipment and resources needed for a volunteer to undertake their role effectively. Where this is not possible, volunteers should be reimbursed for reasonable out-of-pocket expenses incurred as part of the performance of that role. These may include but not limited to: parking expenses; motor vehicle mileage or fuel allowance when volunteers use private cars, administrative costs associated with volunteer representative groups, training costs, uniform costs, volunteering related phone calls, and other incidental out-of-pocket expenses of individual volunteers,

Where agencies provide reimbursement of expenses, current rates for employees should provide a guide to appropriate levels and rates of reimbursement. Rates should be consistent across individual volunteer programs within an agency.

Volunteers should be required to seek and obtain permission to incur expenses prior to any expenditure and, where appropriate, provide receipts or other evidence of expenses incurred.

17. RECOGNITION

Volunteers should be recognised and acknowledged for their contribution, commitment and the valued roles they undertake within public sector agencies. This should be done on an ongoing and regular basis with a balance between formal and informal recognition and acknowledgement strategies.

For many volunteers, the provision of an environment in which their time, skills and experience are utilised in such a way that they receive the satisfaction of a'job well done' may be sufficient recognition in itself. However, volunteers may also enjoy comingtogether as a team for a combined thank you from time-to-time. Some will appreciate public recognition, whilst others may prefer more low-key acknowledgement.


18. INSURANCE COVER FOR SOUTH AUSTRALIAN GOVERNMENT VOLUNTEERS

Uniform cover is provided to volunteers on the basis detailed below. The provision of this cover represents government policy, but there is no contractual agreement entered into by government.

All registered volunteers that act in public sector agencies are covered by SAICORP, the insurance division of the South Australian Government Financing Authority, for bodily injury and death under certain criteria:

® the amount payable will reflect and be equivalent to the benefits that would have been payable to your volunteer under the Return to WorkAct2014 (SA) (the RTW Act)

® weekly income is paid where a loss of income can be demonstrated, and then only up to the RTW Act ceiling

® for long-term incapacities, benefit reductions in line with the RTW Act rules apply

® lump sums for death and serious disability are paid on the same basis as the RTW Act schedule

® in the event of injury, non-Medicare medical expenses incurred will be payable as set out in section 18-Definitions ofthisagreement, of the SAICORP Agency Agreement

® the amount of any benefit payable will take account of benefits available to the volunteer under any private health insurance fund and will be less amounts recovered from that fund

® no benefit is payable in respect of the Medicare gap between payments made by Medicare and charges incurred.

Volunteers are covered in respect of civil liability as set out in the Volunteers Protection Act2001 (SA).

Agencies will follow the principles set out in their Agency Agreement with SAICORP when settling a claim below their nominated deductible (excess). Depending on the circumstances and nature of an incident, agencies have the option of informing SAICORP of the incident including where the total claim is likely to be less than the excess.

SAICORP makes no distinction between volunteers performing functions on private or public land.

The Agency Agreement between SAICORP and agencies does not provide cover for a volunteer's vehicle and other personal property. If a volunteer's vehicle or other asset were to be damaged while volunteering or involved in State Government business, the volunteer would need to make a claim through their own insurance company.

Any claim having the potential to exceed the excess, as per Agency Agreement, will be forwarded to SAICORP by the agency with sufficient information to support the claim.

Specific insurance-related questions by a volunteer or prospective volunteer should be directed to the agency's volunteer manager.

For insurance purposes, SAICORP requires the details and numbers of all volunteers associated with public agency programs to be declared by each agency annually. Agencies are required to keep a register of all volunteer groups operating in association with it and to report the number of volunteers to SAICORP through submission of the SAICORP Agency Agreement.


ATTACHMENT A: REGULATION OF VOLUNTEERS IN THE SOUTH AUSTRALIAN PUBLIC SECTOR

OTHER RELEVANT LEGISLATION

® Return to Work/lct2014(SA) (RTW Act) (replacing the Workers Rehabilitation and Compensation Act 1986)

By virtue of Schedule 1 of the RTW Act certain prescribed volunteers performing a prescribed class of work are deemed to be employees of the Crown. The class of volunteer and the class of work is set out in section 69 (1) of the Return to WorkRegulations2014. The class of volunteers are volunteer fire fighters, volunteer SA State Emergency Services members and volunteer marine rescue.

The provision imposes on the Crown the liabilities of a self-insured employer in relation to such people. The Crown is presumed to be their employer and they are entitled to workers compensation if they are killed or injured in the course of their duties.

• The Fire and EmergencyServicesAct2005andthe Volunteers ProtectionAct2001(section 4) limit the extent to which volunteers maybe liable for negligence, Any liability is moved to the organisation or the Crown.

® The Children's ProtectionAct1993 requires organisations to ensure that before a volunteer is appointed to a prescribed position that an assessment of the volunteer's relevant history is undertaken, Organisations may choose to obtain a national criminal history report, prepared by the South Australia Police or Australian Criminal Intelligence Commission (ACIC) or an ACIC accredited agency or broker, or other prescribed evidence of the person's relevant history and to conduct an assessment themselves. Alternatively, organisations may obtain a relevant history assessment from an authorised screening unit, such as Child-Related Employment Screening from the Department for Communities and Social Inclusion (DCSI) Screening Unit.

• Aged care providers, funded by the Australian Government under the Aged CareAct1997 are required to have staff and certain volunteers undergo a police check to assess their suitability to work in aged care. Organisations may choose to obtain a National Police Certificate or a National Criminal History Record Check as part of their recruitment process. As of 1 July 2014, new screening processes have been introduced through amendments to the DisabilityServicesAct 1993(SA) and corresponding DisabilityServices(AssessmentofRelevantHistory)Regulations2014. South Australians who volunteer in certain roles for disability service providers, funded under the Disability Services Act 1993, are now legally required to undergo Disability Services Employment Screening by the DCSI Screening Unit.

• Health CareAct2008. An Act to provide for the administration of hospitals and other health services; to establish the Health Performance Council and Health Advisory Councils; to establish systems to support the provision of high-quality health outcomes; to provide licensing systems for ambulance services and private hospitals; to assist with the provision of laboratory services and facilities associated with veterinary science; and for other purposes.

• The Independent CommissionerAgainst Corruption Act2012(the ICAC Act) established the Independent Commissioner Against Corruption (the Commissioner) and the Office of the Public Integrity (OPI) to identify, investigate, and referfor prosecution, corruption in public administration. The ICAC Act creates reporting obligations for public officers (as defined in Schedule 1 of the ICAC Act) where corrupt conduct or misconduct or maladministration that is'serious or systemic' is reasonably suspected. In some circumstances, public sector volunteers may be deemed to be public officers.


RELEVANT GUIDELINES

South Australia's Strategic Plan

Priority: Our Community: Target 24 Volunteering: maintain a high level of formal and informal volunteering in South Australia at 70% participation rate or higher.

• Seven Strategic Priorities

'Safe communities, healthy neighbourhoods' is one of the South Australian Government's seven strategic priorities and directly encourages community.

0 Advancing the Community Together Partnership (2011)

Represents a public commitment between the South Australian Government and the volunteer community to open, transparent, consistent and collaborative ways of working together.

® Volunteering Strategy for South Australia (2014-2020)

The strategy was developed through a partnership between Volunteering SAMT, the Government of South Australia, the Local Government Association and Business SA. It is a collaborative blueprint for action that sets in place the vision for volunteering in South Australia over six years.

RELATED RESOURCES

0 National Standards for Volunteer Involvement, 2015 Volunteering Australia Inc.

These Standards for best practice volunteer management developed by Volunteering Australia contain an overview of key areas with accompanying checklists.

0 Volunteering Australia's Model Code of Practice for Organisations Involving Volunteers

Based on the national standards, the Code identifies policy considerations for organisations with volunteers.

Guideline of the Commissioner for Public sector Employment Volunteers Page 10 of 14

ATTACHMENT B:

PRINCIPLES OF CONDUCT FOR SOUTH AUSTRALIAN PUBLIC SECTOR VOLUNTEERS

PRINCIPLES OF CONDUCT

Public sector agencies should ensure that persons desiring to act as a volunteer in the agency and public sector, familiarise themselves with the content of these Principles, and as to the requirement that as part of the licence or permission granted to them to act as a volunteer, they are at all times whilst performing volunteering functions, to conduct themselves in a manner consistent with the values and standards of professional conduct that are set out herein. They should also be informed that a possible consequence of a failure to act in a manner consistent with these Principles of Conduct may be revocation of the licence or permission to act as a volunteer.

The values and standards outlined in these Principles of Conduct build upon the following foundations of public services:

DEMOCRACY

Public sector volunteers support the government of the day, in achieving the common good, primarily by providing services to the community. An emerging feature of South Australia's democracy is a higher level of collaboration between the public sector and the community in the design and delivery of services and the involvement of people in decisions that affect their lives,

IMPARTIALITY

Public sector volunteers must be detached from political influence and the influence of partisan interests within the community. Instead, public sector volunteers must rely on evidence to provide objective advice to Government and implement directions promptly and thoroughly,

Public sector volunteers must not publicly criticise the government, staff or other volunteers in any forum including on social media sites.

ACCOUNTABILITY

Within a broad system of accountability under which ministers are accountable to parliament, public sector volunteers are accountable for exercising their delegated authority and for performing their role within the values and standards of conduct outlined in these principles.

DIVERSITY

Public sector volunteers should be as diverse as the community it serves. The views and experiences of all people should be respected, regardless of nationality, gender, cultural or social background, sexuality, religion, age, or physical or intellectual ability.

VALUES

The South Australian Public Sector is continuously evolving. Values have been defined forthe public sector which is in part based on the traditional tenets of public service. Yet they also reflect the evolution of the sector, and the modern world in which it operates.

All public sector volunteers should endeavour to embody the values in their volunteering efforts.

The values are:

Service

Proudly serve the community and Government of South Australia.

Professionalism

Strive for excellence.

Guideline of the Commissioner for Public sector Employment Volunteers Page 11 of 14

Trust

Have confidence in the ability of others.

Respect

Value every individual.

Collaboration and Engagement

Create solutions together.

Honesty and Integrity

Act truthfully, consistently, and fairly.

Courage and Tenacity

Never give up.

Sustainability

Work to get the best results for current and future generations of South Australians.

VOLUNTEER CONDUCT STANDARDS

General compliance Public sector volunteers will act in a manner consistent with all legislation, industrial instruments, policies and procedures and lawful and reasonable directions relevant to their role.

Professional and courteous behaviour Public sector volunteers must at all times display professional behaviour and treat others with respect and courtesy. Volunteers are seen as representing the public sector agency in which they work and must act in a manner which will not in any way discredit the Government.

Public comment Public sector volunteers will only make public comment in relation to their functions, the public sector or government policies and programs when specifically authorised to do so, and will restrict such comment to factual information and professional advice. Public sector volunteers have the right to contribute to public discussions on community and social issues in a private capacity.

Handling official information Public sector volunteers with access to official information will ensure it is only used for official purposes and will be handled according to relevant legislation and public sector agency policies and procedures. Volunteers will only disclose official information acquired through the course of their volunteering when required to do so by law or where appropriately authorised in the agency concerned.

Use of government/public resources Public sector volunteers shall use government/public resources responsibly and only for the appropriate purposes as authorised. Government/public resources include physical, financial, technological and intellectual property.

Conflicts of interest Public sector volunteers must guard against a conflict of interest by ensuring that personal interest does not improperly influence the way in which they carry out their duties. Volunteers must declare any known conflict of interest and not participate in any decision making process where they have a conflict of interests.

Acceptance of gifts and benefits Public sector volunteers will not, for themselves or others, seek or accept gifts or benefits that could be reasonably


perceived as influencing them. Volunteers must comply with any policies of their public sector agency in relation to accepting, declaring and/or recording the receipt of gifts or benefits.

Criminal offences Public sector volunteers will advise their manager/coordinator if they are charged with a criminal offence, and if admitted or proven, there would be the propensity for the volunteer, agency, public sector and/or Government is brought in to disrepute.

Reporting unethical behaviour Public sector volunteers will report to the appropriate authority workplace behaviour that violates any law, is a danger to the environment, or represents corrupt conduct and maladministration, as defined in the independentCommissionerAgainst CorruptionAct2012 The Whist/ebiowers Protection Act1993informs volunteers of their rights and responsibilities where applicable in the particular circumstances.

VOLUNTEER RIGHTS

The South Australia Public Sector is committed to applying the VoiunteeringAustraiiaNationa/Standards to processes and practices involving volunteers.

Accordingly, it supports the following as the basic rights of a volunteer.

Volunteers have the right

• to perform their duties in a safe working environment;

• to be engaged in a manner that does not offend equal opportunity and anti-discrimination legislation;

• to be adequately covered by insurance in connection with their volunteering functions;

® to be given accurate and truthful information about the organisation for which they are volunteering;

® to be reimbursed for out-of-pocket expenses upon the production of proof of expenditure;

® to be given a copy of the relevant agency's volunteer guideline;

® not to do the work of paid staff during industrial disputes;

® to be provided with a description of their functions and agree as to the hours they will perform as a volunteer;

• to be provided with orientation to the organisation;

® to have their confidential and personal information dealt with in accordance with the principles of the Information Privacy Principles;

• to be provided with the appropriate training, assistance and information to meet the responsibilities of their volunteering role and functions;

• to receive support and feedback in relation to the performance by them of their volunteering functions; and

• to be acknowledged and appreciated for their contribution to the agency, public sector and community.

AGENCIES ARE TO MAKE PROSPECTIVE VOLUNTEERS AWARE THEY HAVE A RESPONSIBILITY TO

• provide current personal details in order for agencies to undertake the selection and registration of volunteers and administer their duty of care responsibilities (including undertaking a screening assessment);

• become familiar with and comply with this Guideline and any relevant agency-level policy;

• be reliable and accountable for their actions as a volunteer;

• respect the privacy of others;

• carry out volunteering functions according to the role description;

• in so far as is reasonably practicable, to work in a safe manner and take reasonable care for their own health and safety, ensuring their actions do not adversely affect the health and safety of others;

• be committed to the public sector agency, the public sector and its volunteer philosophy;

• undertake training as required;

• value and support others; and

• provide reasonable notice if unable to continue volunteering in the agency.


FURTHER INFORMATION

Legislation and regulations possibly relevant include:

® Independent CommissionerAgainst Corruption Act2012

® Equal OpportunityAct1984 ® Freedom o f In forma tion A ct 1991 ® Work Health and5a fe tyA ct 2012 ® Return to WorkAct2014 ® Whistleblowers Protection Act 1993 ® State Records Act 1997 ® Federal DisabilityDiscriminationAct1992 ® Fire and Emergency5ervicesAct2005 ® Volunteers Protection A ct2001

Other relevant information:

® Information Privacy Principles

® Directions and Guidelines Issued By the Independent Commissioner Against Corruption

® Office for Public Integrity and Independent Commissioner Against Corruption

® Office for Volunteers


ATTACHMENT 1 — BIOGRAPHY

MR JIM WHALLEY CHAIRMAN AND DIRECTOR NOVA GROUP

Jim is Chairman and co-founder of Nova.

He is a former air force fighter pilot and test pilot, with over 4,000 flying hours on more than 40 types of aircraft, ranging from propeller and jet transport aircraft to helicopters and high-performance fighters.

He is a graduate of the Royal Air Force Empire Test Pilots course and, amongst other qualifications, holds a Master of Business Administration, a science degree and is a graduate of the Harvard Business School OPM Executive Education Program.

He is a member of the Sir Ross and Keith Smith Advisory Committee, The University of Adelaide Business School Advisory Council, the Federal Government's Defence Industry Innovation Centre Advisory Board and Deputy Chairman of

The Repat Foundation. Jim is a member of the Society of Experimental Test Pilots, the Flight Test Society of Australia, the Royal Aeronautical Society and the Australian Institute of Company Directors.

12


Dear Mr Whalley

I am pleased to advise of your appointment to the role of Chief Entrepreneur for South Australia for a term of two years commencing on [date] through to [date].

I value your strong experience as an entrepreneur and welcome the opportunity to work with you. I have no doubt that you will play a key role in guiding the State as we seek to deliver on the Government's commitment to make South Australia's rate of business startups the highest in Australia within a decade.


By accepting this appointment, you acknowledge that the role is unpaid and that you will act in a voluntary capacity. You will however, be compensated for reasonable expenses incurred in undertaking the role of Chief Entrepreneur up to a maximum value of $40,000.





Mr Adam Reid Executive Director, Industry, Innovation, Science and Small Business Department for Industry and Skills Level 3, 11 Waymouth Street ADELAIDE SA 5000 Adam. Reid(d,)sa.gov.au

13


Yours sincerely

Steven Marshall PREMIER

/ /2018




The Hon Steven Marshall MP Premier of South Australia

N Dear Mr alley

I am pleased to advise of your appointment to the role of Chief Entrepreneur for South Australia for a term commencing on 1 September 2018 through to 30 June 2020.

value your strong experience as an entrepreneur and welcome the opportunity to work with you. I have no doubt that you will play a key role in guiding the State as we seek to deliver on the Government's commitment to make South Australia's rate of business startups the highest in Australia within a decade.


By accepting this appointment, you acknowledge that the role -is unpaid and that you will act in a voluntary capacity. You will however, be compensated for reasonable expenses incurred in undertaking the role of Chief Entrepreneur up to a maximum value of $40,000.





Mr Adam Reid Executive Director, Industry, Innovation, Science and Small Business Department for Industry and Skills Level 3, 11 Waymouth Street ADELAIDE SA 5000 Adam. Reid dr,sa.gov.au

Office of the Premier

State Administration Centre 200 victoria Square Adelaide South Australia 5000 GPO Box 2343 Adelaide SA 5001

Telephone +61 8 8463 3166 Facsimile +618 8463 3168 www.premiensa.gov.au

16


Yours sincerely

Hon. Steven Marshall MP PREMIER OF SOUTH AUSTRALIA

--!> / c-N /2018



Church, Terri (DPC)

From: Armanas, Paul (DPC)

Sent: Monday, 21 January 2019 1:32 PM

To: Church, Terri (DPC)

Subject: DPC19/0046

Attachments: 08-18 SA's new entrepreneurship model.pdf


Sent: Friday, 17 August 2018 10:56 AM

To:'[email protected]'<[email protected]>

Cc: Ker, Grant (DIS) <[email protected]>

Subject: Chief Entrepreneur

Hi Cam

Please see attached release as discussed yesterday.

Regards

Paul Armanas Communications Director Office of the Premier of South Australia

fflce of the 4'r cmfer of South /~11, fr,tli.4

Level 15, State Administration Centre, 200 Victoria Square Adelaide E: paul.armanas(c sa.gov.au I W: www.premier.sa.gov.au 6(1) Personal affairs

17


Saturday 18 August 2018

SA's new entrepreneurship model

A new model for entrepreneurship has been announced today that will give South Australians with imagination and initiative the opportunity to bring ideas to market and build businesses that can go global.

In line with the South Australian Government's new approach to economic growth and entrepreneurship, a Chief Entrepreneur has been appointed and an Entrepreneurship Advisory Board will soon be appointed.

"I am pleased to announce that Jim Whalley has been appointed as South Australia's Chief Entrepreneur," said Minister for Industry and Skills David Pisoni.

"Jim is the Chairman and co-founder of innovative defence industry company Nova Systems and a former fighter pilot.

"He is an outstanding business person with the right skills to help raise the profile of South Australia as the best state in the nation to start and grow a successful business.

"I look forward to working with Jim to develop our state's entrepreneurial capacity."

The new board will have oversight for the Innovation, Incubation, Start-up and Growth Hub at Lot Fourteen and be supported by a newly established Office of the Chief Entrepreneur, also located at the Hub.

To assist in implementation of this new model, TechlnSA will be wound up in the coming months and South Australia's Chief Innovator will not continue in his role.

Importantly, the services and support for entrepreneurs and start-ups provided by TechlnSA will be transitioned into the Office of the Chief Entrepreneur and expanded in collaboration with private sector providers and the Department for Industry and Skills.

Tenancies of companies located in the Thebarton Incubator and Tech Hub will continue as per relevant agreements and all grants awarded to companies that have been administered by TechlnSA, will be honoured.

Minister Pisoni praised TechlnSA for its valuable support for a section of South Australia's bioscience and high-tech community but said that a new model will help raise the profile of entrepreneurship in South Australia.

"I thank the team at TechlnSA for their work in assisting Biotechnology and other technology businesses through the programs, networking and business development activities undertaken over the years," said Minister Pisoni.

Contact: Paul Armana6(1) Personal affairs

18

Minister Pisoni further acknowledged the important contribution that Dr Tom Hajdu has made in his role as Chief Innovator.

"Tom has successfully raised the profile of South Australia's innovative business capabilities and become a champion of our innovation ecosystem in South Australia," said Minister Pisoni.

"Tom's instrumental role in the establishment, design and development of the Gig City Adelaide initiative was a particular highlight, along with his work that enabled Adelaide to become the first city outside the United States to join the US Ignite Smart Gigabit Communities program.

"Under the Gig City Adelaide initiative, fourteen innovation precincts across the State can now access affordable, symmetrical gigabit speed broadband, with over 200 local businesses utilising this outstanding service with a further fourteen innovation precincts planned.

"We wish Tom all the best in his future endeavours and we look forward to his ongoing contribution to South Australia."

Dr Tom Hajdu thanked the South Australian Government and the people of South Australia for the opportunity to serve them as Chief Innovator.

"The world is rapidly changing; the economy and the jobs of today are far different from the economy and jobs of the future," said Dr Hajdu.

"Digital technology is transforming the way we live, work and do business and I support the new Government's approach to supporting our next generation of entrepreneurs and innovators and wish everyone the very best as they forge a pathway to future success and prosperity.

"I am proud to have contributed to the transformation of the South Australian economy through my work as Chief Innovator.

"I wish the Government of South Australia, and the South Australian community, every success."

Contact: Paul Armanas


Church, Terri (DPC)

From: Halliwell, Simon (DPC)

Sent: Wednesday, 23 January 2019 10:50 AM


Subject: FW:

From: Halliwell, Simon (DPC) Sent: Friday, 17 August 2018 3:45 PM

To: Armanas, Paul (DPC) <[email protected]>

Subject: RE:

Indeed.


Sent: Friday, 17 August 2018 3:32 PM

To: Halliwell, Simon (DPC) <[email protected]>

Subject:

Hi mate

Can you please set the attached up to go out at Sam tomorrow.

Thanks


Office of the Premier of South Australia

Level 15, State Administration Centre, 200 Victoria Square Adelaide E: paul.armanasasa.gov.au I W: www.premier.sa.gov.au 6(1) Personal affairs

19


Saturday 18 August 2018

SA's new entrepreneurship model

A new model for entrepreneurship has been announced today that will give South Australians with imagination and initiative the opportunity to bring ideas to market and build businesses that can go global.

In line with the South Australian Government's new approach to economic growth and entrepreneurship, a Chief Entrepreneur has been appointed and an Entrepreneurship Advisory Board will soon be appointed.

"I am pleased to announce that Jim Whalley has been appointed as South Australia's Chief Entrepreneur," said Minister Pisoni.

"Jim is the Chairman and co-founder of innovative defence industry company Nova Systems and a former fighter pilot.

"He is an outstanding business person with the right skills to help raise the profile of South Australia as the best state in the nation to start and grow a successful business.

"I look forward to working with Jim to develop our state's entrepreneurial capacity."

The new board will have oversight for the Innovation, Incubation, Start-up and Growth Hub at Lot Fourteen and be supported by a newly established Office of the Chief Entrepreneur, also located at the Hub.

To assist in implementation of this new model, TechlnSA will be wound up in the coming months and South Australia's Chief Innovator will not continue in his role.

Importantly, the services and support for entrepreneurs and start-ups provided by TechlnSA will be transitioned into the Office of the Chief Entrepreneur and expanded in collaboration with private sector providers and the Department for Industry and Skills.

Tenancies of companies located in the Thebarton Incubator and Tech Hub will continue as per relevant agreements and all grants awarded to companies that have been administered by TechlnSA, will be honoured.

Mr Pisoni praised TechlnSA for its valuable support for a section of South Australia's bioscience and high-tech community but said that a new model will help raise the profile of entrepreneurship in South Australia.

"I thank the team at TechlnSA for their work in assisting Biotechnology and other technology businesses through the programs, networking and business development activities undertaken over the years," said Minister Pisoni.

Contact: Paul Armanas 6(1) Personal affairs

20

Mr Pisoni further acknowledged the important contribution that Dr Tom Hajdu has made in his role as Chief Innovator.

"Tom has successfully raised the profile of South Australia's innovative business capabilities and become a champion of our innovation ecosystem in South Australia," Mr Pisoni said.

"Tom's instrumental role in the establishment, design and development of the Gig City Adelaide initiative was a particular highlight, along with his work that enabled Adelaide to become the first city outside the United States to join the US Ignite Smart Gigabit Communities program.

"Under the Gig City Adelaide initiative, fourteen innovation precincts across the State can now access affordable, symmetrical gigabit speed broadband, with over 200 local businesses utilising this outstanding service with a further fourteen innovation precincts planned.

"We wish Tom all the best in his future endeavours and we look forward to his ongoing contribution to South Australia."

Dr Tom Hajdu thanked the South Australian Government and the people of South Australia for the opportunity to serve them as Chief Innovator.

"The world is rapidly changing; the economy and the jobs of today are far different from the economy and jobs of the future," said Dr Hajdu.

"Digital technology is transforming the way we live, work and do business and I support the new Government's approach to supporting our next *generation of entrepreneurs and innovators and wish everyone the very best as they forge a pathway to future success and prosperity.

1 am proud to have contributed to the transformation of the South Australian economy through my work as Chief Innovator.

"I wish the Government of South Australia, and the South Australian community, every success."

Contact: Paul Armanas 6(1) Personal affairs

Church, Terri (DPC)



To: Church, Terri (DPC) Subject: DPC 19/0046


Sent: Sunday, 2 September 2018 11:35 AM

To: Heggen, Belinda (DPC) <[email protected]>

Subject:

Hey

Can you please run the below past Rob. Premier has signed off on his comments and I've spoken to Tammie re

expenditure details.

Background:

In the lead up to the 2018 State Election the Marshall Liberals announced a bold plan for redeveloping the former

Royal Adelaide Hospital site.

This plan included the construction of the National Aboriginal Art and Cultures Gallery, a new culinary school and a

innovation and start-up hub.

The key focus of the Marshall Liberals' plan was to create jobs at the site.

The 2018-19 State Budget will include funding to deliver this plan.

Key components in State Budget:

More than $400 million will be invested over five years to transform the site and establish a new innovation and

commercialisation precinct, a National Aboriginal Art and Cultures Gallery, and an International School of Culinary

Excellence, Hospitality and Tourism.

$43.9 million to refit and repurpose seven buildings at Lot Fourteen, including heritage buildings on North

Terrace

$200,000 in 2018-19 to define the scope and vision for the Gallery, with extensive consultation to be

undertaken with Aboriginal communities, the South Australian Museum and the Art Gallery.

Indicative investment expenditure of $60 million will be provided from 2020-21 to commence construction

of the new gallery.

- Government agencies and world-renowned training providers, Le Cordon Bleu and ICHM will collaborate on

a full scoping study for the facilities required at the International School of Culinary Excellence, Hospitality

and Tourism —with indicative expenditure of $30 million over two years in 2020-21 and 2021-22 to begin

construction.

Quotes to be attributed to Premier Steven Marshall:

1

21

"The former Royal Adelaide Hospital site, now known as Lot Fourteen, is one of Australia's most exciting urban renewal locations.

"The site presents a truly unique opportunity to develop a precinct which drives economic growth, brings people

back into the East End of the city, and creates more jobs for South Australians for decades to come.

"One of the key elements of our development will be a dedicated start-up hub, consisting of 650 desks that will be

overseen by South Australia's Chief Entrepreneur and the Entrepreneurship Advisory Board.

"It will also be a national focal point for Aboriginal art and cultures as well as new spaces for major exhibitions, and

the opportunity to unlock the hidden treasures of South Australia's cultural institutions."



Level 15, State Administration Centre, 200 Victoria Square Adelaide E: paul.armanas(asa.gov.au I W: www.premier.sa.gov.au

2


Church, Terri (DPC)




Subject: DPC 19/0046


Sent: Sunday, 2 September 2018 12:08 PM

To: [email protected]

Subject: RAH

Hi mate

As discussed on the phone, please see the below.

Background:

In the lead up to the 2018 State Election the Marshall Liberals announced a bold plan for

redeveloping the former Royal Adelaide Hospital site.

This plan included the construction of the National Aboriginal Art and Cultures Gallery, a new

culinary school and a innovation and start-up hub.

The key focus of the Marshall Liberals' plan was to create jobs at the site.

The 2018-19 State Budget will include funding to deliver this plan.

Key components in State Budget:

More than $400 million will be invested over five years to transform the site and establish a new

innovation and commercialisation precinct, a National Aboriginal Art and Cultures Gallery, and an

International School of Culinary Excellence, Hospitality and Tourism.

- $43.9 million to refit and repurpose seven buildings at Lot Fourteen, including heritage

buildings on North Terrace

- $200,000 in 2018-19 to define the scope and vision for the Gallery, with extensive

consultation to be undertaken with Aboriginal communities, the South Australian Museum

and the Art Gallery.

- Indicative investment expenditure of $60 million will be provided from 2020-21 to

commence construction of the new gallery.

- Government agencies and world-renowned training providers, Le Cordon Bleu and ICHM

will collaborate on a full scoping study for the facilities required at the International School

of Culinary Excellence, Hospitality and Tourism —with indicative expenditure of $30 million

over two years in 2020-21 and 2021-22 to begin construction.

Quotes to be attributed to Premier Steven Marshall:

1

22

"The former Royal Adelaide Hospital site, now known as Lot Fourteen, is one of Australia's most exciting urban renewal locations.

"The site presents a truly unique opportunity to develop a precinct which drives economic growth, brings people back into the East End of the city, and creates more jobs for South Australians for decades to come.

"One of the key elements of our development will be a dedicated start-up hub, consisting of 650 desks that will be overseen by South Australia's Chief Entrepreneur and the Entrepreneurship Advisory Board.

"It will also be a national focal point for Aboriginal art and cultures as well as new spaces for major

exhibitions, and the opportunity to unlock the hidden treasures of South Australia's cultural institutions."



Level 15, State Administration Centre, 200 Victoria Square Adelaide 1 E: paul.armanas(o),sa.gov.au I W: www.premier.sa.gov.au

2
