The Commission is piloting a program to address the challenges and barriers that refugee and asylum seeker university students face in gaining employment experience in Australia.

The 2021 Victorian Government refugee and asylum seeker internship program is seeking expressions of interest from employers across the public service who would benefit from taking on an intern matched to business needs.

For refugees and people seeking asylum employment is a crucial step towards a fulfilling life in Australia. The Victorian Public Service can offer interns who are eager to use their skills to serve the community opportunities to contribute to Victoria.

Employers will benefit from the diversity of views and lived experience that refugee and asylum seeker interns will bring to the workplace.

The program is expected to act as a pathway to jobs in the public service by providing interns with paid work experience and networking opportunities to help them reach their potential.

The Commission will work with CareerSeekers to match interns to suitable roles. Managers are supported to onboard and develop their intern and interns are supported with assistance before and during the placement, including cultural workshops.

Employers can express interest in taking an intern until 5pm 13 August 2021.

Read more about the Victorian Government refugee and asylum seeker internship program.

Advice you can use in your team right now as a public sector manager.

1. Offer support and make it happen

Health crises such as the coronavirus, can put a lot of pressure on employees with disability.

Disruptions to services, like education and care services, mean your employee may need to change how they work.

To support them, ask your employees what they need to work remotely and help them make it happen.

You may have employees who haven’t shared their disability or health information, so let your team know they can talk with you in private.

Your support will go a long way to help your team at work and home and reduce any added pressure.

2. Continue workplace adjustments

Workplace adjustments make it possible for employees with disability to work effectively.

Check in with your employees to see if they can transfer their current workplace adjustments to their remote work environments.

Find out if they need anything else to perform at their best. And if they need new adjustments, act fast.

Always follow up with your employees to check they’re happy with the new adjustments.

If you need advice, go to Job Access’ creating flexible workplaces, who can also cover the cost of many workplace adjustments.

3. Keep in touch

With physical distancing, some employees with disability will feel isolated.

Schedule regular catch-ups with your employees during long periods of remote working.

If you normally have informal coffee breaks or catch-ups, find a way to keep doing them.

Think creatively, like taking a break for a virtual coffee using a video chat tool. But check the tool has good accessibility features, like Skype for Business.

4. Encourage training and development

Working remotely can mean employees with disability have to learn how to use a lot of new technology.

So let your employees know they don’t have to figure things out alone.

Set up ways to help them knowledge-share.

Ask more tech-savvy employees to coach others. Or even run a training session over video chat.

Create how-to guides or tip sheets and send around the IT help desk number.

5. Resolve issues fast

Working remotely can mean employees with disability may raise new issues you need to resolve.

Listen and work with them to find a solution.

Don’t let the issue linger. And keep your employee informed on progress.

If you need advice about the issue, speak with your People and Culture or Diversity and Inclusion teams.

This advice supports Getting to work: Victoria’s public sector employment plan for people with disability.

Regional Staff Network events will return as face-to-face workshops this June, July and August.

The Regional Staff Network program is a Barring Djinang initiative, providing opportunities for Aboriginal and/or Torres Strait Islander employees of the Victorian public sector to come together for shared learning experiences and networking in a culturally safe environment.

Upcoming workshops have been scheduled across the five regions in Victoria, including Hume, Gippsland, Grampians, Loddon Mallee and Barwon South West.

You’ll learn cultural safety strategies and tools that you can take into any workplace to enhance cultural safety.

If you are Aboriginal and/or Torres Strait Islander, don’t miss this opportunity to connect with colleagues in your region.

For more information, including registration, visit our Regional Staff Networks page.

The Victorian Public Sector Commission is sad to announce that Adam Fennessy PSM will be leaving his role as Victorian Public Service Commissioner to take on the role of CEO and Dean of the Australia and New Zealand School of Government (ANZSOG).

Adam joined the Commission in July 2020 and has since worked to support the integrity, diversity, and performance of the public sector. Previously he spent four years as Secretary of the Victorian Department of Environment, Land, Water and Planning and prior to that the Department of Environment and Primary Industries. Adam has worked in the private sector as a partner with advisory firm Ernst & Young. Adam has served on several boards including the Institute of Public Administration Australia (Victoria), Infrastructure Victoria, Monash Sustainable Development Institute, Melbourne Sustainable Society Institute and Women and Leadership Australia.

Adam’s last day with the Commission will be Friday 16 September 2022.

Acting arrangements will be confirmed shortly ahead of a recruitment process.

Read our annual report for the financial year 2022 to 2023.

Applications are open for the 2025 Victorian Government graduate program.

The graduate program is an opportunity to experience the Victorian Public Service, expand your potential and gain new skills. 

The program includes 3 rotations in different departments over one year, with employment streams tailored to what you studied at university. There are also graduate pathways for Aboriginal and/or Torres Strait Islander applicants and applicants with disability. 

Graduates in the program make long-lasting connections with fellow graduates and mentors, and work with high-performing leaders and team members on projects that benefit Victorians. 

Applications are open to recent graduates, or those about to graduate, with a Bachelor’s degree or a minimum of level 7 on the Australian Qualifications Framework. 

Visit grads.vic.gov.au to find out more. 

The Commission proudly delivers this program on behalf of the Victorian Government. 

Applications are now open for the 2023 Victorian Government graduate program. 

The graduate program is a year-long opportunity to experience the Victorian Public Service, grow potential and gain new skills.  

The program includes three rotations in different departments, with streams tailored to what you studied at university and graduate pathways if you’re an applicant with disability or identify as Aboriginal and/or Torres Strait Islander.   

Graduates in the program make long-lasting connections with fellow graduates and mentors, and work with high-performing leaders and team members on projects that benefit the people of Victoria.  

Applications are open to recent graduates, or those about to graduate, with a Bachelor’s degree or a minimum of level 7 on the Australian Qualifications Framework.  

Visit grads.vic.gov.au to find out more. 

The Commission proudly delivers this program on behalf of the Victorian Government. 

Applications are now open for the 2024 Victorian Government graduate program.

The graduate program is a 12-month opportunity to experience the Victorian Public Service, grow potential and gain new skills.

The program includes 3 rotations in different departments, with employment streams tailored to what you studied at university. There are also graduate pathways for Aboriginal and/or Torres Strait Islander applicants and applicants with disability.

Graduates in the program make long-lasting connections with fellow graduates and mentors, and work with high-performing leaders and team members on projects that benefit the people of Victoria.

Applications are open to recent graduates, or those about to graduate, with a Bachelor’s degree or a minimum of level 7 on the Australian Qualifications Framework.

Visit grads.vic.gov.au to find out more.

The Commission proudly delivers this program on behalf of the Victorian Government.

The Victorian government graduate program offers the unique opportunity to experience the Victorian Public Service, do meaningful work, expand your skills and realise your potential. 

The program includes three rotations across different departments, with streams tailored to what you studied at university and graduate pathways if you’re an applicant with disability or identify as Aboriginal and/or Torres Strait Islander.    

Graduates in the program will access personal and professional training, mentoring from executives, training in general and specialised areas, and the chance to build networks with like-minded graduates across government. 

Applications are open to recent graduates, or those about to graduate, with a bachelor’s degree or a minimum of level 7 on the Australian Qualifications Framework.   

In round two, the program offers employment streams in generalist, law and project delivery streams. 

Applications will close on Monday 29 August 2022.

Visit grads.vic.gov.au to find out more.  

The Commission proudly delivers this program on behalf of the Victorian Government. 

On 1 January 2020, new legislation came into effect that changes Victoria’s integrity system.

The changes support people who disclose improper or corrupt conduct and help agencies that investigate disclosures.

Under the new legislation:

• a ‘protected disclosure’ is now called a ‘public interest disclosure’
• there is a lower threshold for making a public interest disclosure to the Independent Broad-based Anti-corruption Commission (IBAC)
• there is an expanded definition of ‘improper conduct’

There is also a new ‘no wrong door’ principle.

This principle means if a person discloses to the wrong entity, that entity can send it to the right entity and the person won’t lose their protection, so long as:

• it’s an entity that can receive disclosures and
• the person believes the entity they disclosed to was the right one

How to find out more

Visit IBAC’s website for more information about these changes or how to make a disclosure.

Applications are currently open for the 2024 Barring Djinang leadership program.

This is a leadership development and coaching program for First Nations staff seeking to enhance their leadership capabilities.

This year, we’re excited to be delivering this program in partnership with MurriMatters.

The program will focus on ‘leadership in action’ by connecting personal and professional development with real-life projects. This involves implementing key Engoori practices that support self-awareness and transformation of individual and organisational relationships.

This program is open to First Nations people from the Victorian public sector, Victorian Aboriginal Community Controlled Organisations and Victorian Traditional Owner groups.

We’re looking for people who have experience with high levels of responsibility and who are ready to take the next step into a formal leadership role.

To apply, or for more information about the program, including program elements, costs and timelines, visit the program page.

Applications close at 5pm Friday 17 November 2023.

In late 2023, Australians will be asked in a referendum whether they approve a change to the Australian Constitution to recognise the First Peoples of Australia by establishing an Aboriginal and Torres Strait Islander Voice.

Today, the Commissioner has published guidance to the Victorian public sector to help employees and employers uphold their obligations in the lead up to the referendum.

The guidance has been developed to support Victorian public sector employees comply with their obligations in the relevant Codes of Conduct.

The guidance also includes advice for employers so that they continue to uphold the apolitical and professional nature of the Victorian public sector.

All Victorian public sector employees are encouraged to read the guidance.

The Commission recognises that the referendum may be an emotional and challenging event for some employees and their families, and emphasises the importance of respectful behaviour by everyone.

Details of select specialised support services are included in the guidance.

Read the Commissioner’s circular and guidance.

The federal election will take place on Saturday 21 May 2022.

With both a federal and Victorian state election in 2022, it is timely for Victorian public sector employees to renew their understanding of their obligations at election time.

Public servants must apply the code of conduct and remain impartial, apolitical and professional at all times, but this requirement is brought into sharper focus in the period leading up to and during local, state and federal election campaigns.

It is critical that the Victorian public sector maintains the confidence of the Government, members of Parliament and the wider community.

Public servants who are members of a political party or engage in political activities of any kind must avoid actual, potential or perceived conflict of interest with their public sector employment.

During election times there is a heightened potential for public sector employees to inadvertently breach their obligations under the code due to the possible intersection of professional responsibilities with private beliefs and activities.

That’s why the Victorian Public Sector Commission has published two guides to support public sector employees understand and meet their obligations, while participating in our democracy. These guides apply to local, state and federal elections.

The Guide for Victorian public sector employees during election periods outlines for employees and contractors what their obligations are in the lead-up to, and during elections.

The Manager’s guide for working with public sector employees involved in election activities assists people leaders to manage the risks associated with their employees who are, or plan to be, engaged in election activities.

Read the guide for employees during election periods and accompanying guide for managers.

The coronavirus crisis is temporarily changing how people live, work and go about their lives. This includes how we hire in the public sector.  

Even with people working remotely, it’s important hiring continues so the sector can support service delivery.  

But as public sector organisations have been telling us, hiring in a remote working environment can be hard. 

So we created ‘How to hire when working remotely’ – practical tips and a guide to complying with the law.  

This guide helps public sector organisation adapt their processes and comply with the employment principles and standards in the Public Administration Act 2004.  

It’s not only helpful with coronavirus physical distancing, but also prepares us for a future where we may do more remote working.  

We wrote this guide with both employees and candidates in mind. 

We consulted the 8 Victorian government departments and Victoria Police. 

The sudden rise in remote working across the public sector has impacts across the employee lifecycle.

Hiring, inducting and onboarding in a remote setting can be challenging for employers and employees.

For an employee to be able to succeed in their new role, they need to get off to a positive start.

Employers must offer new staff support from before they start to the end of their probation.

So we created the how to onboard and induct employees who are working remotely guide.

It comes with an remote onboarding and induction checklist to help users move through the guide.

We designed it with employer and employee in mind, in consultation with the departments and Victoria Police.

It complies with the Public Administration Act 2004, making it possible for public sector organisations to adapt the guide to their own processes.

This new guide is a companion piece to our recent resources for hiring remotely for public sector organisations.

The Victorian Public Sector Commission has released new guidance to support hiring managers in the public sector to achieve greater fairness in recruitment. 

A guide to hiring with special measures in the public sector is an online resource supporting hiring managers to use special measures with ease. 

A special measure is a way to ensure under-represented groups receive the same opportunities as everyone else. Special measures are enshrined in the Victorian Equal Opportunity Act 2010. 

When used in recruitment, hiring managers can ensure a level playing field for all candidates. 

Public sector employers have an obligation to ensure fair and inclusive recruitment so that Victoria’s public sector workforce reflects the community it serves. 

The Victorian Government has committed to ensuring 2% of the Victorian Public Service is Aboriginal and/or Torres Strait Islander, and that people with disability make up 6% of the Victorian Public Service by 2020 and 12% by 2025. 

The Commission’s guide is the first tailored to Victorian public sector recruitment and comes following requests from the sector to provide practical steps on how to use special measures in line with the law and internal recruitment policies. 

Read the guide

The Victorian Government in the 2020-21 State Budget has invested in the career mobility and skill development of the Victorian Public Service (VPS) through the Jobs and Skills Exchange (JSE) with a $8.97 million contribution over two years.

The successful Jobs and Skills Exchange initiative, which will transfer its employees and operations to the Commission on 1 December 2020 in a Machinery of Government change, will be further developing its services to ensure a sustainable, agile and capable workforce for the future.

Victorian Public Sector Commissioner Adam Fennessy PSM, today said the JSE has made a vital contribution to the Victorian Public Service.

“Since its establishment in July 2019, the Jobs and Skills Exchange has played an important role in ensuring the VPS workforce is ready to deliver when Victorian’s need it most.”

“It has done this through the design and implementation of new approaches to workforce mobility.”

“Importantly, the Jobs and Skills Exchange offers our employees career opportunity, skill development and supports flexible working and diversity in our workplaces,” he said.

The JSE was established following the 2019-20 State Budget and has enjoyed a successful incubation period within Department of Premier and Cabinet. Almost 32,600 VPS employees have registered for the JSE.

On the Machinery of Government change, Mr Fennessy said:

“I am committed to the continued success of the JSE and energised by the possibilities for its next phase of growth.”

“The Commission and the JSE have a strong strategic alignment. We work closely on career and capability initiatives, and by working together in a more integrated and coordinated way we can offer greater benefit to the VPS.”

The JSE will transfer as a complete business unit and will operate uninterrupted during the transition.

This 2020-21 State Budget investment over two years will:

• increase the mobility and development opportunities for the Victorian public service
• establish staffing pools to fill temporary vacancies, encouraging the lateral movement of employees and promote knowledge sharing across the VPS
• support flexible working arrangements, ensuring our workforce remains diverse, inclusive and we retain strong talent
• continue to support the rapid filling of surge roles in times of need
• align capability frameworks and future workforce planning with learning and development offerings and career pathways
• reduce the need for labour hire usage and consultancy expenditure
• enhance the user experience of the online platform and its connectedness to human capital management systems.

Visit the Jobs and Skills Exchange

We have published the latest edition of State of the public sector.

State of the public sector is an information series about the public sector workforce in Victoria. It includes facts, figures, data and insights.

The state of the public sector report is an important tool in helping the Victorian community and the sector examine our size, strengths and weaknesses. It also provides data to help inform where we need to improve or change.

The report features workforce data and People matter survey data for the 12 months to June 2023 and includes a reflection of the public sector by VPSC Commissioner Brigid Monagle.

It includes key performance indicators for the public sector. These KPIs will monitor public sector performance, progress and improvement areas for the coming years.

This State of the public sector release features compelling community case studies and workforce case studies that showcase some of the innovative work undertaken in the public sector.

Read the full report at: State of the public sector.

As part of the Victorian Government’s response to the coronavirus pandemic, a significant proportion of Victorian public sector employees are required to work remotely. It’s anticipated that many will continue to work remotely in the future.

Although working arrangements have changed, the obligations on public sector employees remain the same.

Ensuring these obligations are met is essential to maintaining integrity in the public sector and public trust in government.

That’s why we created a guide to Maintaining Integrity when Working Remotely.

The guide seeks to support public sector employees, and reduce the integrity risks raised by remote working, by providing additional guidance on how Victorian public sector employees can comply with the Code of Conduct for Victorian Public Sector Employees from wherever they are working.

We also created a summary of this guidance Maintaining Integrity while Working Remotely – Short Guide.

While the guidance is tailored to the Code of Conduct, it is also a useful guide for public sector employees covered by the Code of Conduct for Victorian Public Sector Employees of Special Bodies.

An update has also been issued to our Engaging with Lobbyists in the Victorian Public Sector guide (previously titled Engaging with Lobbyists – Guidance for Public Sector Employees).

The refreshed guidance is designed to reaffirm Victorian public sector employees’ obligations under the Code of Conduct and the Lobbyist Code when engaging with lobbyists and emphasises that we must continue to uphold our obligations when working remotely.

Our guidance has been released to coincide with the Independent Broad-based Anti-corruption Commission’s information sheets on integrity in times of crisis.

In the lead up to International Day of People with Disability (IDPWD) on 3 December, the Victorian Public Sector Commission is encouraging all Victorian public sector employees to consider how they can make hybrid work more inclusive.

Hybrid work is when you work remotely and in the office over your work week, and its business as usual for many employees.

Removing barriers to effective hybrid work is one way to help employees with disability thrive in the Victorian public sector.

The Commission has an online resource promoting inclusive hybrid work practices in the Victorian public sector so that our workplaces are more inclusive.

The resource asks everyone to consider: what are you doing to support inclusive hybrid work?

In candid interviews, three Victorian public sector employees with disability to talk about their experiences of hybrid work. They share the barriers they’ve faced, what works for them, and the changes they want to see to make hybrid work more inclusive.

The resource includes tools and tips to help make the workplace experience more equitable.

Whether it’s collaborating with teammates, holding a staff event or meeting with external stakeholders, we want public servants to think about how to be more inclusive so that everyone can have a positive experience with the Victorian public sector.

The Victorian Public Sector Commission produced this resource with the support of Department of Transport and Planning to help the public sector deliver on its disability employment action plan, Getting to work.

Find out what you can do at vpsc.vic.gov.au/inclusivework

International Day of People with Disability is celebrated on 3 December every year.

Let’s celebrate World Public Service Day 2024.

This year United Nations Public Service Day is on June 23.

You may not have known this special day existed and I am very keen to change that.

In my role as Commissioner I’m privileged every day to see the incredible work being done across our service and the dedicated people responsible for it.

There are more than 50,000 of us working in the Victorian public service. Each of us puts our values into action to deliver for the community. Our most recent People matter survey showed more than 90% of sector employees feel they can make a worthwhile contribution and achieve something important. You can find some inspiring examples of these contributions here.

My 20-year career in the public service has been so fulfilling. It has given me opportunities I’m grateful for; to meet interesting people and to do work that really matters and improves lives. Our work will always present challenges but we always rise to meet them.

Everyone deserves an opportunity to pause to reflect on and celebrate achievements. You should all feel a strong sense of pride to have the roles you do.

So I encourage you all to mark the day in some way. Whether it’s a team morning tea or divisional get-together, take some time out to acknowledge your work.

I’m also pleased to invite you all to the VPSC’s Public Service Day online event. I will be in conversation with Tim Ada, Secretary of the Department of Jobs, Skills, Industry and Regions, discussing the real impact and rewards of public service careers are and what the future of our work looks like. We will be taking questions from the audience so please do come along.

Register here.

Public Service Day is also a perfect moment for me to say thank you for your invaluable work. Our public service helps make Victoria the wonderful place it is.

Brigid Monagle

Commissioner

Victorian Public Sector Commission

The Victorian Public Sector Commission has issued the Code of Conduct for Directors of Victorian Public Entities 2024 (the Code). The Code replaces and updates the 2016 Code of Conduct for Directors of Victorian Public Entities.

A new online resource has been developed to help public sector people managers support employee wellbeing.   

The Wellbeing toolkit is for all public sector people managers to access practical information to proactively support their team’s wellbeing.    

Positive wellbeing among our employees is critical in delivering the outcomes of Government services to all Victorians.     

It’s the role of all people managers to build an environment for employees where they feel well and can perform at their best.   

New pressures on our professional and personal lives brought about by the COVID-19 pandemic threaten employee wellbeing.   

As the coronavirus continues to challenge our workforce, we must work collaboratively to support our employees to operate sustainably.   

The Wellbeing toolkit provides people managers with tips, tools and activities managers can use with little to no forward planning.    

All the activities are designed to run effectively in both remote and face-to-face workplace settings, so the toolkit will support the sector well after the pandemic is over.  

This resource is the product of a cross-department working group led by the Commission and the Department of Environment, Land, Water and Planning.  

The group created the toolkit using best practice models and information gathered in interviews with more than 30 people managers across the sector. It has been independently reviewed by a trusted workplace psychologist.   

Explore the toolkit now

The Victorian Public Sector Commission has published new guidance on Informing and advising Ministers.   

The new publication provides high-level, principles-based guidance for Secretaries of Victorian Government departments, and senior executives of the Victorian Public Service (VPS), about the obligations and responsibilities they have when informing and advising Ministers.  

Departmental Secretaries play a key role in supporting our Westminster system of responsible government by providing to Ministers full, frank, impartial and timely advice on their department and its administrative offices.  

This helps Ministers account to the Victorian Parliament and to the people of Victoria.   

While this guidance is addressed to Secretaries, it is of central relevance to VPS senior executives who exercise the delegated authority of Secretaries, as well as to VPS employees who support the advising of Ministers.  

All Victorian public servants are encouraged to read the guidance.   

As a steward of the Victorian public sector, it is the Commissioner’s role to advocate for an apolitical and professional public sector. This publication exercises powers under the Public Administration Act 2004 to issue guidance to Secretaries and senior officers of the VPS.  

The Victorian Secretaries Board supports the guidance. 

The Commissioner has published a circular to accompany the guidance.  

Read Informing and advising Ministers now.

We have recently published a suite of new guidance for the public sector on establishing portfolio governance arrangements.

This guidance provides advice and support to departments and public entities on working together, including about how to evaluate the relationship and formalise lines of communication and engagement.

It was created in response to requests from the public sector for advice and guidance on how to build positive working relationships between departments and public entities.

The resource suite includes a guide, scenarios and ‘do/do not’ lists, covering important topics such as:

• how to build productive working relationships
• the importance of keeping ministers informed
• monitoring performance and compliance.

You can access the resources by clicking on the following link: Establishing portfolio governance arrangements

‘Gender affirmation in Victorian public sector workplaces’ is a guide to support Victorian public sector managers who are supporting employees to affirm their gender in the workplace.

We have published this guide to assist managers to support positive wellbeing outcomes for their trans, gender-diverse and non-binary employees, and deliver on our obligations to provide a safe and positive work environment where all employees can thrive.

Gender affirmation is a process an employee undertakes to change the way they describe themselves. It is a personal decision and can involve navigating many life changes. It a process of self-identification that must be led by an employee, at their own pace.

Employees may use the guide to start a conversation with their manager.

This guide helps managers work alongside employees to create an environment where they can affirm their gender.

It includes a gender affirmation plan template to help guide a conversation between an employee and their manager, so that each can take practical steps to a safe and productive employment experience.

All organisations have a responsibility to ensure trans, gender-diverse and non-binary employees have a safe and supportive environment to work in, but the public sector has an opportunity to set the standard for inclusive and safe workplaces across Victoria.

This guide is just one of the ways we are delivering on our commitment in the Victorian Government’s 10-year ‘Pride in our future’ LGBTIQ+ strategy.

The guide has been developed to align with Victoria’s Charter of Human Rights and Responsibilities and gender affirmation provisions already in the Victorian Public Service (VPS) enterprise agreement. Organisations under this agreement should adapt their policies and guides about gender affirmation to align with this guide.

We developed the guide in consultation with the Victorian Government departments and other government agencies, Industrial Relations Victoria, the Community and Public Sector Union, the Commissioner for LGBTIQ+ Communities, Victorian Human Rights and Equal Opportunity Commission, the Victorian public sector LGBTIQ+ Pride Network and other staff pride networks, as well as with the generous time and lived experience of trans, gender-diverse and non-binary employees.

Read the guide

To celebrate International Day of People with Disability, we’ve added 5 new tools and activities to the Wellbeing toolkit to help ensure accessibility and inclusivity in our public sector workplaces.  

The Wellbeing toolkit is for all public sector people managers to access practical information to proactively support their team’s wellbeing. 

The new tools and activities are:  

Why inclusive language matters as a manager

Learn about the importance of inclusive language and how to use it with your team. This tool will show you the steps you can take to ensure that every member of your team feels comfortable and safe. 

Quick and easy ways to make work more accessible for your team

Making some simple adjustments to the way you work can make a big difference to your team. Accessibility isn’t always about physical aids, sometimes it’s as simple as changing the way you run a meeting or turning your video on when chatting online.  

Accessibility scavenger hunt

This activity will not only help your team recognise the importance of accessibility measures but will also encourage discussion of adjustments that can improve the workplace for people with disability.  

Audio description empathy exercise

Your team will learn about audio descriptions and what’s involved in writing them. Through writing their own they will better understand the important role audio description plays in the lives of people with visual impairment. 

Privilege payday

An activity for large teams that encourages discussion around privilege and ableism. Teams get a short list of ‘privileges’ and a price for each one. They must decide which ones they can afford to buy and which are most important to them. But it’s the final reveal that makes this activity memorable! 

The Victorian Public Sector Commission is launching a new information session, ‘Integrity for public board directors: what you need to know’.

These online information sessions aim to enhance the ability of Victorian public sector board members to conduct their work with integrity.

These sessions will:

• Detail the roles and responsibilities of public board directors, explaining what the community and government expect of them.
• Provide an overview of a director’s key duties under the Code of Conduct for Directors of Victorian Public Entities and their obligations under conflict of interest and gifts, benefits and hospitality policy.
• Cover information about political activity, public comment and caretaker conventions during an election year.

Attendees will also receive resources following the event.

To read more and register for a session, visit www.boards.vic.gov.au/board-events

Published today, ‘Acknowledging the lived experience of Aboriginal employees’ is an online publication of data and insights about the experiences of Aboriginal employees in the Victorian public sector.

The Victorian Public Sector Commission, in partnership with the Department of Premier and Cabinet’s First Peoples – State Relations group, developed this publication to understand the experiences of Aboriginal employees and accelerate the conversation about how the public sector can ensure a culturally safe workplace.

It combines data from the 2022 People Matter survey with insights from focus groups with Aboriginal executives, managers and employees from 14 different public sector organisations.

The publication covers a wide range of workplace issues experienced by Aboriginal employees, including:

• impacts of cultural load
• racism, discrimination and disrespect
• not feeling safe to speak up
• recruitment, career development and retention.

Read ‘Acknowledging the lived experience of Aboriginal employees’ on our website.

The Victorian Public Sector Commission has published new resources for public entity boards, providing a consolidated and comprehensive suite of integrity and governance resources for both new and established public board directors.

The resources have been developed to support boards, chairs and directors of Victorian public entities to comply with the Code of Conduct for Directors of Victorian Public Entities and the Public Administration Act 2004.

They also provide public entity boards with practical advice to help strengthen governance processes, focusing on the following areas:

• integrity
• governance
• financial management
• compliance and risk
• recruiting and overseeing the CEO.

Ensuring these obligations are met is essential to maintaining integrity in the public sector and public trust in government. Public entities and departments can also draw on these resources when recruiting and inducting new board directors, to ensure they are aware of their key obligations.

The resources are now available to view on boards.vic.gov.au, the Victorian Government’s website for public entity boards.

Read the new resources for public entity boards

The Commission has issued guidance to support new public entity board directors to maintain integrity in their role.

The integrity guidance for new board directors seeks to support public entity board directors to understand their key integrity obligations and reduce the integrity risks raised in these positions.

It does this by providing additional guidance on how Victorian public entity board directors can comply with the Code of Conduct for Directors of Victorian Public Entities and other related policies and procedures.

Public entities and departments can draw on these resources in developing and delivering localised inductions that ensure new board directors are aware of their key integrity obligations.

Ensuring these obligations are met is essential to maintaining integrity in the public sector and public trust in government.

The resource comes with an induction checklist to provide public entities with an overview of the key documents to include in an incoming board director’s induction kit.

The guidance was created following a recommendation by the Victorian Ombudsman. It was developed through engagement with public sector board directors, as well as consultation with departments and senior current and former public servants with significant governance expertise. Additional components will be added over time.

Read the integrity guidance for new board directors

Minister for Government Services Danny Pearson today announced Adam Fennessy PSM has been named as our new Commissioner.

As Victorian Public Sector Commissioner, Mr Fennessy will be responsible for driving excellence in policy, service and administration across the public sector and will work to maintain the sector’s professionalism and integrity.

Minister Pearson today said; “Adam Fennessy brings a great deal of executive experience – from public to private, state and federal – that will be invaluable in his role as the new Commissioner.”

“With more than 20 years of public sector experience under his belt, Mr Fennessy has championed a community-centred approach to public sector, with an emphasis on equality, ethics and integrity,” Minister Pearson said.

The Commission works to build a high-performing and future-focused public sector by evaluating and providing advice and support on relevant strategic, governance and service delivery issues.

“I am excited and delighted to be returning to the Victorian public sector as the new Victorian Public Sector Commissioner,” said Mr Fennessy following the announcement.

“I look forward to working with the Commission team and the new Minister for Government Services Danny Pearson MP in serving the Victorian community.”

“In my new role I will bring a particular focus to responding to the challenges of COVID-19 in the delivery of public services to the Victorian community through a responsive, vibrant and diverse Victorian public sector,” he said.

Acting Commissioner and Deputy Commissioner, Julia Griffith PSM, said of the announcement; “I feel very excited about the appointment of Adam to this role. Adam will provide strong leadership to the Commission. He brings significant expertise and a passion for the Victorian public sector and its services to the community.”

Mr Fennessy has served as the Secretary of the Victorian Department of Environment, Land, Water and Planning (and formerly the Department of Environment and Land Planning), as well as an Executive Director at the Department of Premier and Cabinet.

He has also had senior leadership positions within the private sector, including as Deputy President of the Victorian Branch of the Institute of Public Administration Australia and is currently a partner at consultancy firm EY, advising on public sector infrastructure across the Oceania region.

Mr Fennessy is a member of the Male Champions of Change network, and was previously a board member of Infrastructure Victoria and an advisory board member to Women and Leadership Australia.

In January 2018, Mr Fennessy was recognised for his service to the public sector with the award of a Public Service Medal.

In addition to his role as the Victorian Public Sector Commissioner, Mr Fennessy will also be a member of the Victorian Secretaries Board, which addresses issues and opportunities of strategic importance throughout the public sector.

Mr Fennessy, who succeeds Acting Commissioner Julia Griffith, will commence Monday 27 July 2020.

Minister Pearson added: “I want to thank Julia Griffith for her leadership of the Commission over the last six months and look forward to her continued contribution in her role as Deputy Commissioner.”

The Victorian Public Sector Commission’s Annual Report for 2019–20 was tabled in the Victorian Parliament today.

The annual report gives us the chance to reflect on our achievements.

In the final year of our Strategic Plan 2017-20, we maintained focus on our vision of a trusted Victorian public sector that delivers exceptional outcomes for the Victorian community.

We do this through ensuring a public sector that is diverse, inclusive, engaged, skilled and purpose driven.

In the past year, we have:

• developed a workforce capability framework that identifies the knowledge, skills and abilities the public sector will need in the future
• restructured the State of the Public Sector in Victoria report to focus on current workforce issues, drawing richer insights from our People Matter Survey
• added 2 new streams to the Victorian Government graduate program – data analytics and program delivery – strategically addressing workforce needs
• implemented inclusive recruitment practices in the graduate program that resulted in increased participation from diverse groups
• broadened pre-employment screening and established an executive induction program to improve integrity
• developed new guidance to help the public sector transition to remote management of the employee lifecycle during coronavirus.

Looking to the future, Commissioner Adam Fennessy PSM acknowledged the Commission’s role in ensuring the public sector is equipped for the post-pandemic recovery and beyond.

“We face significant pressures and challenges into 2021 as we reorient the Commission to support the Victorian public sector in response to coronavirus (COVID-19). I am confident, building on the gains reflected in this Annual Report, that we are well positioned to take on this task,” he said.

Read our Annual Report 2019-20

On 21 March 2023 Minister for Government Services Danny Pearson announced Brigid Monagle as the next Victorian Public Sector Commissioner.

Brigid has deep experience in, and commitment to, public administration and governance, and has most recently held the role of Acting Secretary of the Victorian Department of Families, Fairness and Housing.

Prior to this, she was the inaugural Deputy Secretary of Fairer Victoria and has served in a range of Executive Director and Director roles over several years at the Department of Premier and Cabinet.

As public sector Commissioner she will play a critical role in contributing to a high-performing, trusted and inclusive public sector that delivers for the Victorian community.

Brigid starts as Commissioner on Monday 3 April 2023.

Read the media release

As a result of COVID-19, we postponed the People Matter Survey for 2020 that was due to commence in May.

We continue to monitor the changing situation, as we assess options for the second half of 2020.

People matter survey is our independent employee opinion survey that asks employees’ opinions on how our public sector values and employment principles are practised in their organisations.

The Commission is seeking comment on all aspects of the survey process, including questions, timing, results and support, as we continue to improve the survey.

Stage one of the consultation is now open until Friday 29 October 2021.

You can take part through Engage Victoria at: People matter survey 2022 – tell us how we can improve the next survey

The People matter survey wellbeing check will be offered to all public sector organisations from Monday 6 June to Friday 1 July 2022.

The 2022 survey is around half the length of the 2021 survey and has a focus on employee wellbeing.

Results from the survey will be available to organisations in late July.

For more information visit our People matter survey page.

The Victorian Government refugee and asylum seeker internship program is seeking expressions of interest from employers across the public service who would be interested in taking on an intern in late-2023.

The program is designed to connect Victorian Public Service departments with refugee and asylum-seeking university students looking for real-life work experience and to build their networks within the public service.

For refugees and people seeking asylum, employment is a crucial step towards a fulfilling life in Australia. The Victorian Public Service can offer interns the opportunity to use their skills to serve the Victorian community.

The annual program includes a 12-week summer internship between November 2023 and February 2024 with an optional winter internship during university holidays.

The Commission manages the program with CareerSeekers to pair interns with suitable opportunities. Employers are matched with interns whose skills align with their business needs.

Employers can express interest in recruiting an intern until 10 am Friday 18 August 2023.

Find out more about the Victorian Government refugee and asylum seeker internship program.

Applications are now open for round 2 of the 2024 Victorian Government graduate program.

The graduate program is a 12-month opportunity to experience the Victorian Public Service, make meaningful connections and gain new skills.

The program is currently recruiting graduates into the generalist stream. There are also graduate pathways for Aboriginal and/or Torres Strait Islander applicants and applicants with disability.

Grads in our program work in 3 roles across different departments, with access to future career opportunities that are only available to people who work in the Victorian Public Service.

Our grads make long-lasting connections with fellow graduates and mentors, and work with high-performing leaders and team members on projects that benefit Victorians.

No other employer offers such diversity of roles with flexible working conditions and permanent job upon completion.

Applications close at 11:59 pm on 27 August 2023.

For graduate stories and information about the program, including eligibility and how to apply, visit grads.vic.gov.au.

The Commission proudly delivers this program on behalf of the Victorian Government.

Expressions of interest are now open for the Barring Djinang internship program.

This Barring Djinang initiative connects Victorian public sector agencies with Aboriginal and/or Torres Strait Islander university students looking for paid work experience during their summer semester break.

The program runs for 12 weeks between November 2023 and February 2024.

The program:

• supports students to gain new skills and build their peer networks
• connects students with public sector agencies
• helps agencies to meet their commitment to building an inclusive environment where all employees can thrive.

The Commission is currently seeking interested Victorian Government employers to participate in this important initiative.

The Commission will help employers find an intern based on their business needs.

Employers can express interest in recruiting an Aboriginal and/or Torres Strait Islander intern until 10 am Friday 22 September 2023.

Find out more and apply now

*UPDATE: the State of Disaster has been extended for 48 hours more, ahead of hot, windy weather conditions this weekend.*

A State of Disaster has been declared for the following parts of Victoria:

• East Gippsland Shire
• Mansfield Shire
• Wellington Shire
• Wangaratta Rural Shire
• Towong Shire
• Alpine Shire
• Mount Buller Alpine Resort
• Mount Hotham Alpine Resort
• Mount Stirling Alpine Resort
• Falls Creek Alpine Resort

This declaration gives the Government the powers and resources it needs to keep Victorians safe at this unprecedented time.

People in these areas must follow advice from emergency services. People in the potential impact areas in East Gippsland and North East should leave if it is safe to do so. Evacuation is underway in some areas in North East.

Do not travel into these areas.

For the latest warnings and updates visit www.emergency.vic.gov.au

A map of the potential impact area and local government areas included in the state of disaster is at: https://www.emergency.vic.gov.au/news-and-media/state-of-disaster-local-government-areas

VPSC acknowledges the important and challenging work that our Victorian public sector colleagues and volunteers are doing to keep people safe and to support evacuation and recovery.

Nominations for the First Peoples’ Assembly of Victoria close on Friday 16 August at 4pm.

The First People’s Assembly of Victoria will be made up of traditional owners, elected by Aboriginal people in Victoria and Victorian traditional owners living outside the state. It will work with the State of Victoria to prepare for treaty negotiations.

To assist, the Victorian Public Sector Commission has made Conflict of Interest Guidance for Aboriginal Representative Body Members who are Victorian Public Service employees and who want to nominate for the Assembly.

The guide supports Victorian Public Service employees who participate in the First People’s Assembly of Victoria and gives advice in case an employee’s nomination or election leads to a conflict of interest.

Theguide explains how to manage conflicts of interest as a public servant while still actively participating in the treaty process.

The Victorian Aboriginal community will vote for members of the Assembly in September 2019.

This week we celebrate the history, culture and achievements of Aboriginal and Torres Strait Islander peoples for NAIDOC Week.

‘Always Was, Always Will Be’, the theme for 2020, recognises and celebrates that First Nations people have occupied and cared for this continent for over 65,000 years.

It’s a week when we come together to embrace the ancient culture of this country – a history which dates back thousands of generations.

NAIDOC Week 2020 is later than usual and this year many people will take part virtually.

Across Victoria, public service employees will have an opportunity to hear from Aboriginal and Torres Strait Islander leaders, be treated to a performance by Aboriginal women’s dance group Djirri Djirri and learn about traditional ingredients in a cooking showcase by Mabu Mabu.

But it’s important that we have a shared cultural understanding and appreciation, not only for NAIDOC Week, but always.

That’s why the Commission is working with public sector employers to build Aboriginal cultural capability in workplaces across Victoria.

When an organisation is culturally capable, its employees share an understanding about what they need to do to ensure a respectful and inclusive workplace so that their colleagues may feel more culturally safe.

All Victorians benefit from the unique skills and experience that Aboriginal people bring to the workplace, and more culturally capable workplaces will ensure we can attract and retain Aboriginal and/or Torres Strait Islander employees so that their skills and lived experience benefit the community for years to come.

The Aboriginal cultural capability in the workplace program is seeking expressions of interest from organisations now.

We have recently issued an updated gifts, benefits and hospitality policy guide for the public sector.

The guide includes updates to minimum accountabilities for gifts, benefits and hospitality and a new model policy to support this.

This is the first major update to the minimum accountabilities and model policy since 2016 and it is designed to set out clear and easy to follow obligations for public sector employees and organisations.

It is essential that each public sector employee understands that there are very strict requirements around the circumstances in which a gift, benefit or hospitality can be accepted and that they should not be solicited in any way.

The updates also make clear that public sector organisations should adopt a ‘thanks is enough’ approach to dealing with any offers while maintaining detailed and transparent records of the circumstances where an offer is accepted.

The updates to both the policy and minimum accountabilities include clearer definitions, provide practical examples and reflect changes to the way that suppliers, stakeholders and other parties make offers and seek to influence the public sector.

The minimum accountabilities are binding on Accountable Officers under the Financial Management Act 1994, who must ensure that their agency develops policies and procedures that apply the minimum accountabilities.

The model policy can be adapted to meet local needs, providing there is compliance with the minimum accountabilities.

We are committed to driving best practice in respect of the treatment of gifts, benefits and hospitality across the Victorian public sector.

Ensuring that gifts are not offered, solicited or accepted inappropriately is essential in upholding trust in the public sector.

Access the updated policy and minimum accountabilities.

We have recently issued updates to the model conflict of interest (COI) resource suite for public sector organisations and their employees. This is the most wide-ranging update since 2016.

As public sector employees, when we perform our public duties, it’s vital that our decision-making is impartial, which includes always behaving in a manner that’s fair and apolitical. This helps to maintain the public’s trust in public sector organisations and prevent corruption. Properly identifying and managing conflicts is an important way of delivering on this.

The updated documents include:

• model policy
• model COI declaration and management plan form
• guidance for employees on key things to know and do, plus information on specific topics – for example, consensual personal relationships
• strategies for organisations.

The resource suite will improve consistency across the public sector by:

• spelling out that having a conflict of interest is not in itself a sign of any wrongdoing
• providing examples and case studies of high-risk areas for conflict
• providing useful prompt questions to help employees identify if they have a conflict
• placing greater emphasis on matters which a reasonable person might perceive to be a conflict.

Access the updated suite of resources.

Today a new Flexible work policy was launched for the Victorian Public Service (VPS). This coincides with more public servants making the return to offices following almost a year of many working remotely.

Victoria’s COVID-19 experience showed more of us how flexible work arrangements can work in practice.

Flexible working is the now Victorian Government’s default position for the Victorian Public Service. This means every role can have some form of flexibility.

As the policy comes into action, many VPS employees are returning to workplaces across the state. They’ll be balancing remote and office-based working, some for the first time. The VPS return to office plans are part of our continued commitment to Victoria’s economic recovery from the coronavirus pandemic.

For this reason, the policy has been issued with a guidance note from the Victorian Secretaries Board recommending employees aim to work in a VPS office environment three days per week.

Pre-pandemic many employees negotiated flexible work from a starting position of working five days per week in an office environment. Under the additional guidance, employees will be expected to work three days per week in an office and negotiate their flexibility needs with their manager.

Managers and employees will work together to come to an arrangement that meets the needs of the employee, the organisation and requirements of the role.

It is more than just working remotely. Flexible work arrangements consider when, where and how we work so that we can meet our employment commitments and perform our jobs well for the Victorian community.

Flexible work supports gender equity, diversity, productivity and work life balance because employees can manage commitments outside of work. This includes maintaining health and wellbeing, parenting or caring, studying, volunteering and more. The more inclusive the VPS workforce is, the better it will deliver for the Victorian community.

The policy has been designed in consultation with the nine Victorian Government departments, Victoria Police, employee groups and unions.

You can read the policy at vpsc.vic.gov.au/flexiblework