Conduct & Ethics

Code of Conduct

A local government, in accordance with Section 5.104 of the Local Government Act 1995 and the Local Government (Model Code of Conduct) Regulations 2021, is required to prepare and adopt a Code of Conduct to be observed by Council members, Committee members and Candidates.

Code of Conduct for Council Members, Committee Members & Candidates (2025)

Code of Conduct for Employees, Contractors & Volunteers (2021)

Code of Conduct - Acknowledgement Form (sign-off)

Complaints

The following complaint form is to be used for an Alleged Code of Conduct Breach of Council Members, Committee Members and Candidates. This form should be completed, dated, and signed by the person making a complaint of an alleged breach of the Code of Conduct. The complaint is to be specific about the alleged breach and include the relevant section/subsection of the alleged breach. A Complaint about an alleged breach must be made:

  1. In writing in the form approved by the local government; and
  2. To an authorised person; and
  3. Within one month after the occurrence of the alleged breach.

The signed form is to be forwarded to the following:

  • Chief Executive Officer, Shire of Donnybrook Balingup
  • PO Box 94, Donnybrook WA, 6239
  • Or emailed to shire@donnybrook.wa.gov.au

Complaint Form: Alleged Code of Conduct Breach of Council Members, Committee Members & Candidates

Organisational Values

Organisational Values Statement for the Shire of Donnybrook Balingup

At the Shire of Donnybrook Balingup, we are committed to fostering a workplace that embodies the following core values. By living these values, the Shire aims to build a collaborative, respectful, and enjoyable workplace where everyone feels valued and empowered to contribute their best.

Teamwork

We believe in the power of collaboration and high performance. By prioritising open communication, active listening, and shared accountability, we create a culture of trust and inclusion. We support one another, share knowledge, and work towards collective success. Our environment encourages creativity, accountability, and continuous growth, ensuring that our team thrives and delivers exceptional results together.

Actions & Examples:

Encourage open communication, share responsibilities, and celebrate team successes. For example, during team meetings, everyone shares their progress and challenges, offering help and suggestions to overcome obstacles.

Respect

We uphold the value of respect by treating everyone with kindness, fairness, and understanding. We actively listen to diverse viewpoints, appreciate individual contributions, and maintain a culture where everyone feels valued and heard. By practicing empathy and addressing conflicts constructively, we create an environment where everyone can thrive and grow.

Actions & Examples:

Practice empathy, acknowledge diverse perspectives, and address conflicts constructively. For example, during discussions, everyone is given a chance to speak without interruptions, and different opinions are considered and valued.

Integrity

We act with honesty, transparency, and ethical standards in all our dealings. We hold ourselves accountable to the highest standards, ensuring that our decisions and behaviours reflect trustworthiness and fairness. By consistently doing what is right, even when it’s challenging, we create a culture of respect and reliability for everyone.

Actions & Examples:

Be accountable, maintain confidentiality, and uphold ethical standards. For example, if a mistake is made, it is promptly acknowledged, and steps are taken to correct it, maintaining transparency with all stakeholders.

Courage

We encourage open communication by speaking up with new ideas, challenging the status quo respectfully, and taking ownership of difficult decisions, even in uncertain situations. We embrace change with resilience, adapt quickly to new challenges, and stay flexible. By boldly driving progress and maintaining a positive, solution-focused mindset, we foster innovation and growth.

Actions & Examples:

Speak up with new ideas, embrace change, and take calculated risks. For example, a team member proposes a new, innovative approach to a long-standing problem, even though it challenges the status quo.

Fun (Positivity/Joy)

We embrace the value of fun by creating a positive and enjoyable work environment. We believe that a positive and engaging atmosphere fuels collaboration, reduces stress, and sparks innovation. By celebrating achievements, supporting each other’s well-being, and enjoying the journey together, we foster a vibrant and energising workplace for all.

Actions & Examples:

Foster a sense of humour, organise team-building activities, and celebrate achievements. For example, organize monthly team lunches or fun activities like trivia quizzes to build camaraderie and lighten the mood.

CEO Recruitment, Performance Review & Termination

Model Standards

A local government, in accordance with Section 5.39A(1)of the Local Government Act 1995 and the Local Government (Administration) Regulations 1996, is required to prepare and adopt Standards for CEO Recruitment, Performance Review and Termination.

The Standards provide local governments with a consistent and equitable process for CEO recruitment, performance review and termination, in accordance with the principles of merit, equity and transparency.

For more information on the Standard for CEO Recruitment, Performance Review and Termination, please refer to the document listed below.

Model Standards for CEO Recruitment, Performance & Termination

CEO Key Performance Criteria (KPIs)

The CEO KPIs for 2025 - 2026 are outlined below.

  1. Performance of the Functions of the CEO in s5.41 of the LG Act
    1. Advise the Council in relation to the functions of a local government under the LG Act and other written laws.
    2. Ensure that advice and information is available to the Council so that informed decisions can be made.
    3. Implement Council decisions in a timely manner.
    4. Liaise with the Shire President on the local government’s affairs and the performance of the local government’s functions. 
    5. Be responsible for the employment, management, supervision, direction, and dismissal of other employees (subject to section 5.37(2) in relation to senior employees).
    6. Ensure annual governance returns and audits are conducted.
  2. Delivery of Strategic Community/Council Plan Outcomes
    1. People -4.1 Engage with local Indigenous community representatives
    2. People -1.5 Facilitate Development of a Public Health Plan
    3. Planet -2.2 Implement and expand climate action initiatives that improve energy efficiency, promote sustainability, and support community-led environmental engagement.
    4. Planet -3.2 Collaborate with neighbouring Councils to review regional waste options to reduce landfill.
    5. Place -1.4 Advocate for provision of relevant services and infrastructure to facilitate appropriate land development.
    6. Place - 6.2.1 Support the Energy Efficient Pilot Program (EEPP) to help residents and businesses build energy literacy and implement efficiency measures through home audit kits, workshops and resources.
    7. Prosperity –4.1 Through the Workforce Plan explore opportunities for apprenticeships and traineeship to provide more employment opportunities in the Shire of Donnybrook Balingup organisation.
    8. Prosperity –1.1 Develop a Tourism and Economic Development Strategy.
    9. Performance –1.1 Provide an annual review of key informing strategies to the Integrated Planning and Reporting Framework to inform the Annual Budget.
    10. Performance - 11.2.1 Develop a Community Engagement Plan
  3. Key Focus Areas
    1. Develop and ICT strategy to guide future investment in technology.
    2. Review the Terms of Reference and operations of the Audit and Risk Management Committee.
    3. Develop and implement a Councillor induction program following the 18 October Council elections.
    4. Develop and implement an enhanced capital project reporting framework to provide Councillor visibility of project delivery.
  4. Leadership and embedding the Shire’s Values
    1. CEO displays leadership attributes/behaviours.

Public Interest Disclosures

The Public Interest Disclosure Act 2003 (the Act) enables people to make disclosures about wrongdoing within the State public sector, local government and public universities without fear of reprisal.  The Act aims to ensure openness and accountability in government by encouraging people to make disclosures, and protecting them when they do.

The Act allows you to disclose public interest information and provides you with protection for doing so.  Making a public interest disclosure (a disclosure) enables public authorities to investigate and deal straight away with matters that may otherwise have gone unnoticed or unreported.

Making a disclosure or ‘whistleblowing’ is a serious matter and in many cases it will take courage and trust for people holding information to come forward.  For more information about public interest disclosure visit the Public Interest Disclosure website linked below, or contact the Shire’s Public Interest Disclosure Officer.

Public Sector Commission (wa.gov.au)

Public Interest Disclosures Guidelines (2018)

Customer Service Charter

The Customer Service Charter outlines the Shire’s commitment to provide quality service to its customers and outlines the standards by which its performance can be measured. It also provides Shire employees with clear standards to strive for to achieve the Shire’s objectives and outcomes identified in the Strategic Community Plan.

Customer Service Charter

Customer Comment Form