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 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 or hospitality and how it deals with misconduct.
Comparative workforce data
Employees have been correctly classified in workforce data collections.
Staffing trends from 2022 to 2024
| 2024 | 2023 | 2022 | ||
|
Headcount Not including statutory appointments |
92 | 115 | 125 | |
| Full time equivalent | 85.56 | 107.19 | 118.85 | |
End of table
Summary of employment levels at 30 June
| 2024 | 2023 | |||||
| Headcount | FTE | Headcount | FTE | |||
|
Total Not including statutory appointments |
92 | 85.56 | 113 | 107.19 | ||
| Ongoing full time | 58 | 58 | 68 | 68 | ||
| Ongoing part time | 14 | 9.96 | 14 | 9.33 | ||
| Fixed term full time | 11 | 11 | 24 | 24 | ||
| Fixed term part time | 7 | 5.2 | 5 | 4.1 | ||
| Inoperative paid maternity leave | 1 | 0.4 | 2 | 2 | ||
| Inoperative paid long service leave | 1 | 1 | 1 | 1 | ||
| Casual | 0 | 0 | 1 | 0.76 | ||
End of table
Staff by age at 30 June
| 2024 | 2023 | ||||||
| Age | Woman | Man | Self-described | Woman | Man | Self-described | |
| Under 25 | 1 | 0 | 0 | 1 | 0 | 0 | |
| 25 – 34 | 12 | 10 | 2 | 14 | 11 | 2 | |
| 35 – 44 | 25 | 8 | 1 | 28 | 8 | 1 | |
| 45 – 54 | 16 | 8 | 0 | 20 | 12 | 0 | |
| 55 – 64 | 7 | 1 | 0 | 12 | 2 | 0 | |
| 65 and over | 1 | 0 | 0 | 2 | 2 | 0 | |
| Total | 62 | 27 | 3 | 77 | 35 | 3 | |
End of table
Staff by grade at 30 June
| 2024 | 2023 | ||||||
| Grade | Woman | Man | Self-described | Woman | Man | Self-described | |
| Casual | 0 | 0 | 0 | 1 | 0 | 0 | |
| VPS1 | 0 | 0 | 0 | 0 | 0 | 0 | |
| VPS2 | 2 | 1 | 0 | 2 | 1 | 0 | |
| VPS3 | 7 | 2 | 0 | 9 | 2 | 0 | |
| VPS4 | 14 | 6 | 1 | 13 | 8 | 1 | |
| VPS5 | 20 | 9 | 1 | 27 | 11 | 1 | |
| VPS6 | 12 | 8 | 1 | 17 | 12 | 1 | |
| STS | 0 | 0 | 0 | 0 | 0 | 0 | |
| SES1 | 4 | 1 | 0 | 5 | 1 | 0 | |
| SES2 | 2 | 0 | 0 | 2 | 0 | 0 | |
| SES3 | 1 | 0 | 0 | 1 | 0 | 0 | |
| Total | 62 | 27 | 3 | 77 | 35 | 3 | |
End of table
Annualised total salary at 30 June
| Income band (salary) | Executives | Senior Technical Specialists | Other | ||
| 180,000 – 199,999 | 0 | 0 | 0 | ||
| 200,000 – 219,999 | 3 | 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 | 1 | 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 | 8 | 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 | 2023-24 | 2022-23 | |
| Ergonomic assessments | 5 | 7 | |
| Ergonomic aids recommended | 1 | 7 | |
| Flu vaccinations | 41 | 44 | |
| Workplace Adjustments requested | 1 | 0 | |
| Incidents reported | 2 | 4 | |
| Hazards reported | 5 | 1 | |
| Staff training in OH&S | 3 | 0 | |
| 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.
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 2023 and 2024. It does not include statutory appointments.
| 2024 | 2023 | |||||||
| Grade | Woman | Man | Self-described | Woman | Man | Self-described | ||
| SES1 | 4 | 1 | 0 | 5 | 1 | 0 | ||
| SES2 | 2 | 0 | 0 | 2 | 0 | 0 | ||
| SES3 | 1 | 0 | 0 | 1 | 0 | 0 | ||
End of table