Conduct and performance matters
| Year | Category 2 | Category 3(a) | Category 3(b) | Total |
|---|---|---|---|---|
| 2023–24 | 1932 (53%) | 1407 (38%) | 340 (9%) | 3679# |
| 2022–23 | 2424 (44%) | 2703 (50%) | 337 (6%) | 5464^ |
| 2021–22 | 2794 (26%) | 7909 (72%) | 212 (2%) | 10,915* |
| 2020–21 | 2150 (54%) | 1572 (40%) | 251 (6%) | 3973 |
| 2019–20 | 2006 (53%) | 1469 (39%) | 321 (8%) | 3796 |
| 2018–19 | 2235 (56%) | 1473 (37%) | 270 (7%) | 3978 |
| 2017–18 | 2112 (61%) | 1181 (34%) | 176 (5%) | 3469 |
| 2016–17 | 1663 (58%) | 1043 (36%) | 160 (6%) | 2866 |
| 2015–16 | 1526 (56%) | 986 (37%) | 193 (7%) | 2705 |
| 2014–15 | 1979 (62%) | 973 (30%) | 241 (8%) | 3193 |
# Non-compliance with COVID-19 vaccination requirements accounts for 84 of the total matters in 2023–24.
^ Non-compliance with COVID-19 vaccination requirements accounts for 1491 of the total matters in 2022–23.
* Non-compliance with COVID-19 vaccination requirements accounts for 7371 of the total matters in 2021–22.
Summary
The most common issue types for 2023–24 were ‘failure to show courtesy and respect’ (817 matters or 22.2 per cent), ‘non-compliance with policy/legislation’ (563 matters or 15.3 per cent) and ‘performance deficiencies’ (341 matters or 9.3 per cent).
Work performance matters represented 1.5 per cent of the Queensland public sector (sector) full-time equivalent (FTE) employees, based on Minimum Obligatory Human Resource Information (MOHRI). This is within the range of 1.4 to 1.9 reported over the previous ten years.
In 2023–24, 0.14 per cent of the workforce was reported for the most serious breach of conduct expectations, the same as in 2022–23.
This is a small number of employees relative to the total public sector workforce, and demonstrates that most public servants meet the standards expected of them.
Outcomes
The most common outcome in 2023–24 was ‘management action’ (47 per cent) which includes discussion, training and development and implementing a performance improvement plan.
This was followed by ‘no further action’ (36 per cent) then discipline (17 per cent). Of those where discipline was appropriate, the discipline process outcomes included:
- termination of employment
- a reprimand
- employee resigned
- other discipline action
- training and development
- increment reduction or deferral.
Benchmarks
A total of 35 per cent of matters in 2023–24 were finalised within the benchmark timeframes, the same as in 2022–23, down from 69 per cent in 2021–22 and 48 per cent in 2020–21.
The improvement in 2021–22 can be attributed to a focus on prompt management of vaccination matters. The drop in 2022–23 can be partially attributed to a prioritisation in some agencies on management of vaccination matters over other matters in previous years (where it was appropriate to do so), contributing to a lag in determining other matters in a timely way.
See the latest Queensland Government conduct and performance matters including the number of cases, timeframes and outcomes.