The agency’s performance 2024-25

Agency specific objectives and performance

Safe and thriving communities

Indicators	Performance
Continuing to support the Royal Commission into Domestic, Family and Sexual Violence	During 2024-25, the Department continued to provide support to the Royal Commission and to the Commissioner, Natasha Stott Despoja AO. This included staff, ICT support and accommodation. The Royal Commission’s final report was delivered in August 2025.
Continued to conduct proceedings directed at keeping the community safe	CSO provided advice and representation in matters under High Risk Offender laws and in child protection matters, along with providing advice and representation for government agencies in various high profile coronial inquests.
Continued to represent the state and progress negotiations in ongoing native title matters, and provided related advice for the protection of Aboriginal heritage	CSO provided advice and representation as part of native title determinations and compensation claims, including the negotiation and registration of bespoke Indigenous Land Use Agreements.
Implementation of reforms under the Residential Tenancies (Miscellaneous) Amendment Act 2023 (RTA)	The remainder of the RTA reforms commenced on 1 July 2024, providing greater protections for tenants. This included new options supporting tenants experiencing domestic abuse, alongside a registration scheme for designated rooming house proprietors. These reforms were supported with $1.3 million by the Government towards a new ‘Tenants’ Advice and Advocacy Service’ delivered by RentRight SA.
Implementation of a specialised compliance approach to address the increasing risk presented by the sale and supply of unlawful and illicit tobacco and vaping devices	CBS assumed responsibility for the licensing, compliance and enforcement functions for the sale and supply of tobacco and vaping as of 1 July 2024. Additional powers to issue closure orders came into effect on 13 December 2024, with increased penalties for illicit sale commencing on 5 June 2025. The government has conducted over 500 inspections and issued more than 50 interim, short-term and long-term closure orders since the powers came into effect.
Provision of assistance to consumers seeking to resolve disputes with traders on building industry issues	CBS launched a ‘rogue tradie’ campaign across social, editorial and organic media. They worked with industry and stakeholders to advise consumers of best practice for sourcing tradespersons and of their consumer rights. CBS continues to monitor and investigate builder non-compliance.
Prohibition on the use of Engineered stone	Work Health and Safety Regulations prohibiting the manufacture, supply, processing and installation of engineered stone benchtops, panels and slabs commenced on 1 July 2024. To support the prohibition, an import ban was imposed by the Commonwealth Government from 1 January 2025. Businesses who continue to undertake permitted minor repairs of legacy engineered stone are required to notify SafeWork SA in advance of any minor works – failure to do so is an offence. Penalties apply for businesses who fail to follow the new work health and safety laws.
Guardianship Client Complexity Rating Tool	The Public Advocate is the guardian for over 2,100 people with decision-making impairment. A Complexity Rating Tool was developed which provides daily flexible analyses of a wide array of risk factors for each client. The tool is being used by team leaders and leadership staff to support client allocations, risk management and staff supervision. As at 30 June 2025, 2,345 clients are managed within the tool.
Culturally Safe Supported Decision-Making	The Office of the Public Advocate (OPA) in consultation with Aboriginal people and their communities has developed a tool, guideline and educational video to support staff to undertake culturally safe supported decision-making with Aboriginal clients. As at 30 June 2025, 128 Aboriginal clients have had a completed ‘My Life My Wishes’ document.
Introduced legislation to establish a public child sex offenders register	The Bill for the Child Sex Offenders (Public Register) Act 2024 passed both houses on 17 October 2024 and commenced in part on 4 April 2025. The Bill implements a three-level child sex offender register based on the Western Australian model.
Introduced legislation to implement recommendations from the Review of the Criminal Assets Confiscation (Prescribed Drug Offenders) Amendment Act 2016	The Bill for the Criminal Assets Confiscation (Review Recommendations) Act 2024 passed both Houses on 4 March 2025. The introduction of the Bill met an election commitment to implement the recommendations from the Review of the Criminal Assets Confiscation (Prescribed Drug Offenders) Amendment Act 2016.
Continue to implement the WE’RE EQUAL campaign to educate the community about diversity and inclusion	The WE’RE EQUAL initiative continues to expand across regional and metropolitan South Australia, promoting inclusive, discrimination-free environments. As of 30 June 2025, the network included 226 member venues across seven sectors—government, health and wellbeing, services, hospitality and tourism, retail, sport, and unions. In April 2025, the initiative received the Premier’s Excellence Award for Leadership in Diversity, Equity and Inclusion, recognising its growing impact and sector-wide support. Member organisations commit to visibly safe environments and access training aligned with the Equal Opportunity Act 1984 (SA).
Introduced legislation to give protections against conversion practices	The Bill for the Conversion Practices Prohibition Act 2024 passed both Houses on 24 September 2024 and commenced operation on 1 April 2025. The introduction of the Bill met an election commitment to ensure that the practice of conversion therapy does not occur in South Australia.
Support the implementation of the South Australian First Nations Voice to Parliament	The First Nations Voice Secretariat supported the State and Local Voices to undertake their meetings and other functions under the First Nations Voice Act 2023. This included coordination of community engagement events, meetings with Members of Parliament, Cabinet and Departmental Chief Executives, and the inaugural address to Parliament and annual gathering of members in November 2024.
Coordinate and lead South Australia’s commitments under Priority Reform 1 of the National Agreement on Closing the Gap (CTG) – Formal Partnerships and Shared Decision Making	The Department is continuing its work on Closing the Gap through its formal Partnership Agreement with the South Australia Community Controlled Organisation Network (SAACCON). The Partnership is South Australia’s central mechanism to achieve Priority Reform 1 and is a shared forum where members work to ensure Aboriginal voices are central in setting priorities and monitoring the outcomes of policies that impact Aboriginal South Australians. The Department also Co-Chairs the SA Justice Partnership Committee which provides advice to Government on policies and strategies aimed at reducing adult and youth Aboriginal incarceration rates.
Lead partnerships to support and implement Priority Reform 2 of CTG – Building the Aboriginal community-controlled (ACCO) sector	Key activities in 2024-25 included the continuation of funding to the Aboriginal Legal Rights Movement (ALRM) for the Aboriginal Justice Advocacy Service. This funding allows ALRM to identify systemic issues and engage with SA Government to co-design solutions to the over-representation of Aboriginal people in the criminal justice system. Funding is also provided to ALRM for legal assistance services and the Aboriginal Visitor Scheme. The Department also entered into funding relationships with: KWY Aboriginal Corporation (to participate in the review of the Abuse Prevention Program) Tjindu Foundation (to deliver Cultural Awareness Training) Tauondi Aboriginal College (to develop Culturally Aware Perspectives).
Work on the design and delivery of new statues and monuments to commemorate Aboriginal leaders	Aboriginal Affairs and Reconciliation (AAR) progressed work to identify the first six Aboriginal South Australians to be recognised with a monument - including possible locations. This has included discussions with the Adelaide City Council and consideration of potential sites within the CBD.
Cultural mapping project of Mt Terrible	AAR continues to engage directly with Traditional Owners, community and relevant stakeholders in the region to deliver the Project. Dedicated recording has commenced of known Aboriginal sites, together with archaeological/ historical research and engagement with Aboriginal stakeholders.
Provide culturally appropriate information for Aboriginal victims of crime to inform them about their rights and available supports	During 2024-25, consultation with key stakeholders was undertaken and a consultation report has now been produced. The drafting of resources has now commenced.

Fairly administered laws

Indicators	Performance
Coordinating and conducting a significantly increased volume of litigation in respect of allegations of sexual abuse in government care settings; and progressing claims for the compensation of victims of crime under the Victims of Crime Act 2001	CSO provided advice and representation in responding to 300 Children in State Care claims and nearly 2,000 Victims of Crime claims.
Information Management advice on the use of Artificial Intelligence (AI)	State Records SA developed and published advice relating to AI. This advice was developed to address record keeping requirements for records generated and created through AI by Government agencies, and details key considerations and responsibilities for information management when using AI.
Progression of the Explosives Bill 2023 to replace the Explosives Act 1936, and preparation of associated regulations	The Explosives Bill 2024 passed Parliament in September 2024. The new Explosives Act once commenced will provide: greater focus on safety and security clearer definitions of explosive a streamlined, consistent licensing framework an improved notifications process for incidents and activities recognition of authorisations from other jurisdictions alignment with other states and territories reduced complexity and fewer regulations.
Introduction of portable long service leave legislation for the Community Services industry	The Portable Long Service Leave Bill passed Parliament in September 2024. The Portable Long Service Leave Act 2024 will commence on 1 October 2025 establishing a legislative framework to govern a portable long service leave scheme and providing access to portable long service leave for the community services industry. The Portable Long Service Leave Act 2024 provides workers in the community services sector with an entitlement to 13 weeks of paid long service leave after they have accrued the equivalent of 10 years full time employment. The new legislation benefits community service workers, who provide essential support to vulnerable individuals, such as in disability services, domestic violence support, social housing, and counselling. The Portable Long Service Leave Act 2024 will be reviewed after three years, to enable the Government to consider extending the scheme to include other industry sectors.
Introduced legislation to ban robocalls from political parties	The Bill for the Electoral (Miscellaneous) Act 2024 passed both houses on 27 November 2024 and commenced in part on assent on 5 December 2024. The introduction of the Bill, among other things, met the election commitment to protect South Australians from receiving unsolicited robocalls from political parties during an election cycle.

An efficient and effective justice system

Indicators	Performance
Provided advice on legislative reform	CSO provided advice on a range of legislative reform proposed by agencies including the new Children and Young Person (Safety) Bill, the Electoral Reform Bill and special purpose legislation including to support the administration of the Whyalla Steelworks and the redevelopment of the North Adelaide Golf Course.
2024 Review of Harassment in the Legal Profession	The Review of Harassment in the South Australian Legal Profession, led by the Equal Opportunity Commissioner, was delivered in December 2024. Having found that, despite some improvement, bullying and harassment remain prevalent, the Commissioner made a further 14 recommendations to reduce these behaviours in the legal progression. Since then, leaders across the legal profession have begun implementing key recommendations, such as adopting the Law Council’s Model Framework and strengthening internal complaint mechanisms.
Complex criminal matters are prosecuted by the ODPP	The ODPP continued to prosecute a range of complex criminal matters and civil confiscation proceedings, including arguing a High Court appeal in the major drug matter of Operation Ironside and the long-running trial and appeal for eight accused charged with murdering Jason De Ieso.
Implementation of the trial predictor model in the ODPP	Stage one of the model has been completed. The model leverages historical outcomes to predict the likelihood of a matter resolving by way of guilty plea prior to trial. It is anticipated that the model will be utilised by the ODPP to identify matters which are more likely to resolve through a guilty plea versus those more likely to progress to trial. This will inform decisions about resource allocations and enable prosecutors to initiate timely plea negotiations, increasing the chance of early resolution and reducing the number of matters which progress to trial.

Our people meet customer needs

Indicators	Performance
Implemented the Aboriginal Witness Assistance Officer role at the ODPP	Three Aboriginal Witness Assistance Officers commenced employment with the ODPP in November 2024. These roles are critical to ensuring culturally appropriate support for, Aboriginal victims and witnesses involved in ODPP matters, including those living in remote and regional communities. The new roles are working closely with ODPP staff to strengthen cultural knowledge and understanding, including providing advice to inform engagement with Aboriginal victims and witnesses.
Effectively manage industrial relations and enterprise bargaining across the public sector, on behalf of the declared employer (for the purposes of the Fair Work Act 1994 (SA), the CE AGD is the ‘declared employer of public employees.’)	The Industrial Relations and Policy (IRAP) branch provided advice, representation and support in a range of industrial matters, including conciliating industrial disputes in the South Australian Employment Tribunal and enterprise bargaining. IRAP also worked closely with other public sector agencies and advised the Minister for Industrial Relations and Public Sector about these matters and related matters of policy.
Facilitate the distribution of the People Matters Employee Survey (PMES) Results	The PMES results were distributed across the Department in September 2024. Business Units were encouraged to communicate the results within their areas as well as developing an appropriate action plan.

Progressive technology and supportive infrastructure

State Police, Ambulance and Rescue Aviation Services (SPARAS) - procurement of the new State Emergency Aviation Service	Engaged a new provider for the State’s future aviation service to provide an effective emergency aviation service to SAAS and SAPOL to perform critical aeromedical retrieval, search and rescue and airborne policing missions. Progressed the planning for a new SPARAS operating base at Adelaide Airport.
The South Australian Civil and Administrative Tribunal (SACAT) increased access to justice through flexible approaches to hearings either in person or through tribunal hearing technology	SACAT users can access hearings and conferences easily and participate effectively - either attending at SACAT with appropriate supports if required or by using simple and effective technology. SACAT upgraded telephone and video equipment and reconfigured hearing rooms to improve the capacity for in person and online hearings. SACAT continues to work on enhancements to the online case management system to integrate with hearing room technology.
Improved ICT access for ODPP and CSO staff attending court	AGD Technology Services worked with the Courts Administration Authority to enable access to AGD’s network through Wi-Fi in Court buildings. From October 2024, ODPP and CSO staff can take their AGD laptop to any court building and have the same access as they would from any AGD premises.
Enhancement and replacement of CBS systems	Upgrades of existing digital systems have continued during 2024-25, enabling South Australians to effectively manage their residential bonds online. This included changes to facilitate tenants paying bond, without the need to go through their landlord, and for landlords to upload missing documents directly to the online platform. CBS now intends to review its approach to system enhancements, to ensure any future technology upgrades deliver the most value to our customers and staff.
Improve information sharing across the Justice Sector through the delivery of a modern data exchange	During 2024-25, funding was secured to implement a new system. Detailed design and implementation of ‘future state’ was initiated in May 2025.
Replacement of South Australia’s Legislative Drafting and Publishing System	Completed the documentation of requirements for a new drafting and publishing software system. In 2025-26 the Office for Parliamentary Counsel will undertake a tender process and commence a process to replace the system.
Plan for the new SA Forensic Centre (SAFC)	During 2024-25, in conjunction with SA Police, the Department progressed the planning and design for the new purpose built SAFC.

Shape the future workforce

AGD Diversity and Inclusion Plan 2023-2025: Attract and recruit diverse candidates that reflect the community and customers we serve	In 2024-25, AGD Human Resources undertook a number of tasks including: reviewing the accessibility of all corporate HR training and continued to mandate disability awareness training updating the guides and performance management systems to have a stronger focus on diversity reviewing the role of the Peer Support Officer to support our diverse workforce. AGD also works with disability organisations to recruit people with a disability. AGD Managers are encouraged to use the Aboriginal Employment Register.
Develop and launch an updated Reconciliation Action Plan (RAP) and implement activities to celebrate culture and promote reconciliation	The RAP includes 88 actions and outlines the actions AGD will take to promote reconciliation and deliver services to the community. RAP achievements over the past 12 months include the delivery of the Aboriginal student work experience program, the rollout of three new cultural awareness training offerings focussed on cultural safety, working with ACCOs and cultural immersion, and hosting Reconciliation and NAIDOC Week events.
Implement strategies to promote gender equality and promote the department’s commitment to zero tolerance of violence against women and children	The Department continued to implement and report on its Gender Equality and Respect Action Plan. Activities undertaken in the past 12 months include celebrations for International Women's Day, fundraising for Catherine House and undertaking the reaccreditation process for White Ribbon Workplace Accreditation.
CBS staff response to, and participation in an independent review of CBS	Current and former CBS employees contributed to a review of CBS. The report was published in April 2025 and will assist in areas such as workload management, service expectations and strategic priorities. CBS has commenced the process of implementing these recommendations.

Employment opportunity programs

The Department employs an Aboriginal Engagement Consultant to support the implementation of the AER. The Engagement Officer works with AGD Human Resources and OCPSE to raise awareness of the AER in hiring managers.

The AGD recruitment system has been updated to encourage all managers to check the AER before recruiting. Business Managers have also been provided with information about the register. All HR Business Partners have access to the register. The Engagement Consultant also mentors a selection of AGD Aboriginal Employees.

The representation of Aboriginal employees in the department as of 30 June 2025 was 2.4%.

During 2024-25, Aboriginal staff were asked if they wished to be part of the AGD Aboriginal Career and Development Pool. Eleven staff have now met with HR and the Engagement Consultant on a one-to-one basis to discuss their career goals and identify supports available to help them progress their career. Since 2023 five members have been promoted.

AGD Human Resources posts details of suitable roles on a regular basis to a dedicated site for Aboriginal staff who have expressed an interest in progressing their career. The Engagement Consultant also raises awareness and facilitates the career progression of staff across AGD for roles or secondments/development opportunities.

Agency performance management and development systems

AGD has a twice-yearly performance management process. 80% of AGD employees had at least one performance review recorded in the last 12 months.

Work health, safety and return to work programs

AGD continued work on the implementation of programs and initiatives to ensure a physically and psychologically safe workplace.

The AGD Wellbeing and Safety Strategic Plan 2024-2026 was introduced which aligns to the Safety Wellbeing and Injury Management Strategy for the SA Public Sector 2023-2032.

The plan maintains AGD’s commitment to protecting the health, safety and wellbeing of our people and building a culture of trust and psychological safety in the workplace through focus on the following areas:

Commitment and leadership
Wellbeing and engagement
Contemporary and innovative approach
Risk management
Continuous improvement through data.

The AGD Health and Safety Committee met quarterly, with input from the Health and Safety Representative forum, ensuring consultation on wellbeing and safety matters.

In 2024-25, AGD recorded 12 new workplace injury claims, with psychological claims accounting for the highest proportion of claim costs.

The prevention of psychological claims through early intervention, education and training, resources, and supports remained a priority for AGD, with particular focus on workload management, emotionally challenging work, mental health, leadership development, and managing psychosocial hazards.

AGD’s partnership with employee assistance provider, Human Psychology, continued to provide employees with an external support service.

Workplace injury claims	2024-25	2023-24	% Change
Total new workplace injury claims	11	11	0
Fatalities	0	0	0
Seriously injured workers*	0	0	0
Significant injuries (where lost time exceeds a working week, expressed per 1,000 FTE)	5.9	0	+51.3%

^{* Number of claimants assessed during the reporting period as having a whole person impairment meeting the relevant impairment threshold under the Return to Work Act 2014 (Part 2 Division 5).}

Work health and safety regulations	2024-25	2023-24	% Change
Number of notifiable incidents (Work Health and Safety Act 2012, Part 3)	0	1	-100%
Number of provisional improvement, improvement and prohibition notices (Work Health and Safety Act 2012 Sections 90, 191 and 195)	0	0	0

Return to work costs**	2024-25	2023-24	% Change
Total gross workers compensation expenditure ($)	$184,180.13	$155,632.88	+18.3%
Income support payments – gross ($)	$342,389.38	$212,093.61	+61.4%

^{** Before third party recovery}

Data for previous years is available at: https://data.sa.gov.au/data/dataset/attorney-generals-department-annual-report-data-work-health-and-safety

Executive employment in the agency

Executive classification	Number of executives
Chief Executive	1
South Australian Executive Service 2	15
South Australian Executive Service 1	65
Statutory Appointments	9

Data for previous years is available at: https://data.sa.gov.au/data/dataset/attorney-generals-department-annual-report-data-executive-employment

The Office of the Commissioner for Public Sector Employment has a workforce information page that provides further information on the breakdown of executive gender, salary and tenure by agency.