Support safe and diverse workplaces, inclusive culture and high-quality leadership
The Commission continued to deliver the Executive Induction Program for new VPS executives. 184 new executives participated in the program which provides critical knowledge, insights, networks and support for successful transition. Participants reported a range of benefits, including being better equipped to deliver on the government’s priorities and deliver better outcomes for the Victorian community, and to demonstrate the highest standards of integrity and professionalism.
Online workplace health and safety resources and content were refreshed on the Commission’s website, to create Managing health and safety in the Victorian Public Sector – an easily accessible hub for public sector organisations and employees to build their capability and an understanding of their rights, responsibilities and the tools available to them, with a focus on mental health and safety.
This year the Commission refreshed the Barring Djinang First Peoples’ Workforce Development strategy, setting out a new range of initiatives to boost First Peoples employment, and grow VPS leadership capacity to make the Victorian public sector an employer of choice for First Peoples in Victoria.
Concurrently, the Commission continued to deliver against the Barring Djinang strategy, with 51 First Nations public sector employees participating in employment programs including career development, leadership and internships. This work is guided by the Barring Djinang Advisory Group, comprised of senior First Peoples executives from across departments, and hosted by the Commission.
The Commission also launched a First Nations staff network called Nyanak Lotjpa, a Yorta Yorta word for ‘we all talk’. First Nations employees can connect with Nyanak Lotjpa on the Innovation Network to find peers, share information and build relationships across government. Nyanak Lotjpa has over 140 members from across the sector.
The Commission made a submission to the Victorian Independent Remuneration Tribunal’s 2024 Determination of remuneration bands for executives employed in public service bodies.
Identify, plan for and respond to critical capability needs
The Commission developed a new Change Leadership Program to provide executives and senior people managers in the VPS with critical knowledge, networks and support to effectively navigate and lead change and transition. In total, 222 senior people leaders participated in the program and reported positive impacts including improved confidence to effectively lead change, and increased capability in navigating and leading change. Participants also reported positive impacts on their wellbeing.
A further 1,371 senior people leaders participated in online forums focused on prioritisation and workload management, change and transition in the VPS (industrial relations) context, shaping mindset and behaviour during uncertainty, and empowering others in their response to change.
The Commission delivered the 40th year of the Victorian Government graduate program, recruiting 140 graduates to complete rotations across 15 VPS organisations. About 16% of graduates participated in a diversity pathway, designed for First Nations graduates and graduates with disability. The Commission also ran a recruitment campaign for the 2025 program, through which we expect another 150 graduates to start their career in the VPS.
Enable mobile, hybrid and flexible work practices to support professional development and meet priority delivery needs
The Commission continued to support the Jobs and Skills Exchange Recruitment Policy and the VPS Flexible Work Policy in consultation with Industrial Relations Victoria and departmental recruitment managers. The Commission also administered the Jobs and Skills Exchange (JSE) digital platform as a critical resource to support VPS workforce mobility and recruitment. As at March 2024, there are around 52,476 active members. 111,244 jobs have been advertised and 1,770,558 applications submitted since the JSE launched. During the 2023-24 financial year, the JSE advertised 27,849 jobs.
The CareersVic website processed almost 370,000 applications for over 71,000 jobs, attracting more than 5 million page visits.
As described previously, the Commission also delivered a pilot to better mobilise the workforce in response to emergencies, in partnership with Emergency Management Victoria. The model was tested in early 2024, and action based learning and evaluation is underway to inform improvements to the prototype.