Public sector values and employment principles
The Commission’s employees adhere to the public sector values and the code of conduct for Victorian public sector employees.
The public sector values are responsiveness, integrity, impartiality, accountability, respect, leadership and human rights.
Our employment principles aim to ensure that:
- employment decisions are based on merit
- employees are treated fairly and reasonably
- equal employment opportunity is provided
- human rights are upheld
- employees have an avenue of redress against unfair or unreasonable treatment
- career public service is fostered.
These principles set the right conditions for productive and harmonious working relationships by ensuring employees are treated well, have access to career opportunities and can safely raise their concerns.
Our selection process ensures that applicants are evaluated fairly and equitably on the basis of the key selection criteria and other accountabilities without discrimination. The Commission advised its employees on how to avoid conflicts of interest, how to respond to offers of gifts and how it deals with misconduct.
Comparative workforce data
Employees have been correctly classified in workforce data collections.
Staffing trends from 2021 to 2023 at 30 June
| 2023 | 2022 | 2021 | |
| Headcount (Not including statutory appointments) |
115 | 125 | 112 |
| Full time equivalent | 109.19 | 118.85 | 107.18 |
End of table.
Summary of employment levels at 30 June
| 2023 | 2022 | |||
| Item | Headcount | FTE | Headcount | FTE |
| Total (Not including statutory appointments) |
115 | 109.19 | 125 | 118.85 |
| Ongoing full time | 68 | 68 | 63 | 63 |
| Ongoing part time | 14 | 9.33 | 15 | 10.46 |
| Fixed term full time | 24 | 24 | 41 | 41 |
| Fixed term part time | 5 | 4.1 | 4 | 2.8 |
| Inoperative paid maternity leave | 2 | 2 | 1 | 1 |
| Inoperative paid long service leave | 1 | 1 | 0 | 0 |
| Casual | 1 | 0.76 | 1 | 0.59 |
End of table.
Staff by age at 30 June
| 2023 | 2022 | |||||
| Age | Woman | Man | Self-described | Woman | Man | Self-described |
| Under 25 | 1 | 0 | 0 | 1 | 1 | 0 |
| 25-34 | 14 | 11 | 2 | 17 | 15 | 1 |
| 35-44 | 28 | 8 | 1 | 29 | 13 | 0 |
| 45-54 | 20 | 12 | 0 | 14 | 12 | 0 |
| 55-64 | 12 | 2 | 0 | 15 | 3 | 0 |
| Over 65 | 2 | 2 | 0 | 1 | 2 | 0 |
| Total | 77 | 35 | 3 | 77 | 46 | 2 |
End of table.
Staff by grade at 30 June
| 2023 | 2022 | |||||
| Grade | Woman | Man | Self-described | Woman | Man | Self-described |
| Casual | 1 | 0 | 0 | 1 | 0 | 0 |
| VPS1 | 0 | 0 | 0 | 0 | 0 | 0 |
| VPS2 | 2 | 1 | 0 | 3 | 3 | 0 |
| VPS3 | 9 | 2 | 0 | 11 | 7 | 1 |
| VPS4 | 13 | 8 | 1 | 13 | 7 | 0 |
| VPS5 | 27 | 11 | 1 | 24 | 17 | 0 |
| VPS6 | 17 | 12 | 1 | 21 | 11 | 1 |
| STS | 0 | 0 | 0 | 0 | 0 | 0 |
| SES1 | 5 | 1 | 0 | 0 | 1 | 0 |
| SES2 | 2 | 0 | 0 | 3 | 0 | 0 |
| SES3 | 1 | 0 | 0 | 1 | 0 | 0 |
End of table.
Annualised total salary at 30 June
| Income band (salary) | Executives | Senior Technical Specialists | Other |
| $160,000 – $179,999 | 0 | 0 | 0 |
| $180,000 – $199,999 | 3 | 0 | 0 |
| $200,000 – $219,999 | 1 | 0 | 0 |
| $220,000 – $239,999 | 1 | 0 | 0 |
| $240,000 – $259,999 | 2 | 0 | 0 |
| $260,000 – $279,999 | 0 | 0 | 0 |
| $280,000 – $299,999 | 0 | 0 | 0 |
| $300,000 – $319,999 | 0 | 0 | 0 |
| $320,000 – $339,999 | 0 | 0 | 0 |
| $340,000 – $359,999 | 0 | 0 | 0 |
| $360,000 – $379,999 | 1 | 0 | 0 |
| Total | 9 | 0 | 0 |
End of table.
Notes: The salaries reported above are for full financial year, at a 1 FTE-rate, and exclude superannuation.
Occupational health and safety
| Item | 2022-23 | 2021-22 |
| Ergonomic assessments | 7 | 4 |
| Ergonomic aids recommended | 7 | 0 |
| Flu vaccinations | 44 | 45 |
| Incidents reported | 4 | 0 |
| Hazards reported | 1 | 0 |
| Staff trained in OH&S | 0 | 2 |
| Claims made | 0 | 0 |
End of table.
Workforce inclusion policy
The Commission adopts the comparable policy of the Department of Premier and Cabinet. We offer an inclusive working environment where equal opportunity and diversity are valued, and our workforce reflects the communities we serve consistent with the Gender Equality Act 2020.
The Commission values staff with non-binary gender identities at all levels. We acknowledge that due to historic and current barriers to disclosure of non-binary gender identities, staff may choose not to disclose this information. As a result, targets or quotas are not currently a useful way to promote opportunities for gender diverse staff at all levels.
Executive data
All the Commission’s executives are contract-appointed, ensuring no executive is appointed as ongoing or for special projects. The Executive data is based on the 30 June payroll FTE report for the period 2022 and 2023. It does not include statutory appointments.
| 2023 | 2022 | |||||
| Grade | Woman | Man | Self-described | Woman | Man | Self-described |
| SES1 | 5 | 1 | 0 | 0 | 1 | 0 |
| SES2 | 2 | 0 | 0 | 3 | 1 | 0 |
| SES3 | 1 | 0 | 0 | 1 | 0 | 0 |
End of table.