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VPSC issued this guidance note to highlight to public sector body heads their core obligations in supporting the application of the relevant Code of Conduct issued under s 61 of the Public Administration Act 2004. This guidance note applies to the Code of Conduct for Victorian Public Sector Employees and…

There are some common Victorian public sector myths and facts about bullying. It is intended to provide line managers with answers to some of the questions they may have about responding to complaints of bullying in the short term, and preventing its occurrence in the long term. It complements the Victorian Public Sector…

The code was reviewed in consultation with departmental governance experts, directors and the Australian Institute of Company Directors (AICD). This is the third code of conduct the Victorian Public Sector Commission has issued. The other two are the employee and special bodies codes. Each has a similar introduction but this…

The information on this page assists organisations to identify conflict of interest risks arising from client and contractor relationships. Should specific policies exist for some of the issues raised below (e.g. management of confidential information), they may need to be amended to ensure they are consistent with the organisation’s conflict…

Organisations in restricted communities are generally geographically isolated and may not have access to specialist areas of knowledge. As such, the information below assists with identifying conflict of interest risks. When developing a conflict of interest policy for restricted communities, organisations should consider the following issues: recruitment and selection processes…

The following checklist sets out tasks to be completed when implementation your organisation’s conflict of interest policy. It is recommended that any outstanding items be addressed as soon as possible. Communication strategy Develop and implement a communication strategy to ensure that your organisation’s internal and external audiences are aware of the conflict…

Promoting the Victorian public sector values Promote the public sector values. Ensure any statement of values adopted by your organisation is consistent with the public sector values. Leading by example As leader, demonstrate the values in your day to day activities and interactions. Ensure managers and supervisors model the values…

Circular Number 2018-01 Issue date: 28 June 2018 Application: All Victorian public sector bodies Resources: Gifts, Benefits and Hospitality Resource suite at https://vpsc.vic.gov.au/resources/gifts-benefits-and-hospitality-resource-suite/ Enquiries: Integrity and Advisory Victorian Public Sector Commission (03) 9651 1321 info@vpsc.vic.gov.au Key points The VPSC has updated its Gifts, Benefits and Hospitality Policy Guide to provide additional guidance…

Circular Number 2018-02 Issue date: 27 August 2018 Application: All Victorian public sector bodies Resources: Conflict of interest guidance for organisations at https://vpsc.vic.gov.au/resources/conflict-of-interest-guidance-for-organisations/ Enquiries: Integrity and Advisory Victorian Public Sector Commission (03) 9651 1321 info@vpsc.vic.gov.au Key points Following consideration by the Victorian Secretaries Board (VSB), the Model Conflict of Interest…

Circular Number 2018-03 Superseded by: Circular 2018-06 | Prevention of Sexual Harassment in the Workplace issued 23 November 2018 Issue date: 25 September 2018 Application: All Victorian public sector bodies Resources Sexual Harassment Model Policy for VPS organisations https://vpsc.vic.gov.au/resources/sexual-harassment-model-policy-vps-organisations/ Enquiries: Integrity and Advisory Victorian Public Sector Commission (03) 9651…

Circular Number 2018-04 (revised) Issue date: 26 October 2018 Revised date: 20 December 2018 Application: All Victorian public sector employers Resources Executive Vehicle Cost to Package Calculator https://vpsc.vic.gov.au/resources/victorian-public-service-executive-resource-suite/ Enquiries: Integrity and Advisory Victorian Public Sector Commission (03) 9651 1321 info@vpsc.vic.gov.au Key Points The Victorian Public Sector Commission (VPSC) publishes the…

Circular Number 2018-05 Issue date: 30 October 2018 Application: All Victorian public service bodies for executive officer recruitment. Resources: VPS executive pre-employment screening http://vpsc.vic.gov.au/resources/vps-executive-pre-employment-screening/ Enquiries: Integrity and Advisory Victorian Public Sector Commission (03) 9651 1321 info@vpsc.vic.gov.au Key Points VPSC, with the agreement of the Victorian Secretaries Board, issues the VPS…

Circular Number 2018-06 Supersedes: Circular 2018-03 | Model Sexual Harassment Policy and Practice Guide issued 25 September 2018. Issue date: 23 November 2018 Application: All Victorian public sector bodies Resources Prevention of Sexual Harassment in the Workplace at https://vpsc.vic.gov.au/resources/prevention-sexual-harassment-workplace/ Enquiries: Integrity and Advisory Victorian Public Sector Commission (03) 9651 1321 info@vpsc.vic.gov.au…

Circular Number 2019-07 Issue date: 27 June 2019 Application: All Victorian Public Service employers Resources Victorian Public Service Enterprise Agreement (2016) Enquiries: Aboriginal Employment Unit Victorian Public Sector Commission (03) 7004 7121 info@vpsc.vic.gov.au Key points NAIDOC Week is an annual celebration across Australia each July to celebrate the history, culture…

Circular Number 2019-08 Issue date: 4 July 2019 Application: Public Entity Executives Resources Victorian Public Entity Executive Employment Handbook Enquiries: Integrity and Advisory Victorian Public Sector Commission info@vpsc.vic.gov.au Key points The Victorian Public Sector Commission (VPSC) has released the Victorian Public Entity Executive Employment Handbook (Handbook) on the VPSC website….

Circular Number 2019-09 Issue date: 15 July 2019 Application: All Victorian public sector bodies Resources Respectful Workplaces Framework (DOCX, 920KB) Sexual Harassment Model Action Plan (DOCX, 120KB) Enquiries: Integrity and Advisory Victorian Public Sector Commission info@vpsc.vic.gov.au Key points Sexual harassment is unlawful and prohibited. Sexual harassment in the workplace can…

Circular Number 2019-10 Issue date: 23 July 2019 Application: All Victorian Public Service employers Resources Guide for Offering Inclusive Employee Assistance Programs (DOCX, 120KB) Enquiries: Workforce and Engagement branch Victorian Public Sector Commission info@vpsc.vic.gov.au Key points The Guide for Offering Inclusive Employee Assistance Programs (the Guide) provides a set of…

Circular Number 2019-11 Issue date: 12 August 2019 Application: All Victorian public sector employers Resources Engaging with Lobbyists: Guidance for Victorian public sector employees (DOCX, 110KB) Enquiries: Victorian Public Sector Commission info@vpsc.vic.gov.au Key points Victorian public sector employees consult with the community to inform public policies and the delivery of…

Circular Number 2019-12 Issue date: 13 September 2019 Application: All Victorian Public Service staff Resources Pre-employment screening of misconduct in the Victorian Public Service Enquiries: Integrity and Advisory Branch Victorian Public Sector Commission info@vpsc.vic.gov.au Key points The Victorian Public Sector Commission (VPSC) has developed the Victorian Public Service Pre-employment Screening…

This resource describes the data required in the Workforce Data Collection. The following employee classification codes apply to the Victorian Public Service data specification at https://vpsc.vic.gov.au/resources/data-collection-victorian-public-service/ Codes are provided for all VPS classification structures, including adaptive and non-adaptive structures. Table list Table 1 VPS Structure Table 2 VPS Aligned Adaptive Structures…

Effective 29 March 2016 Foreword The Code of Conduct for Directors of Victorian Public Entities reflects the special role of the Board, Chairperson and Directors, and the behaviours that exemplify the duties and values contained in the Public Administration Act 2004 (the Act). The duties, values and this Code build…

The Victorian Public Sector Commission (VPSC) has provided this presentation for public sector organisations to use when informing staff about the values and Code of Conduct. This presentation is relevant to the Code of Conduct for Victorian Public Sector Employees and with minor modification to the Code of Conduct for…

This resource details the commencement type codes to be used in the Workforce Data Collection. These codes apply to the: Health data specification Commencement type Description A Secondary School / First employment in sector B TAFE Graduate – Victorian C TAFE Graduate – Other Australian States D University Graduate – Victorian…

This statement outlines how the Victorian Public Sector Commission (VPSC) handles and uses personal and health information collected through the People Matter Survey (PMS), including how we protect the anonymity of participants. Purpose of the survey The VPSC conducts the PMS to help improve the working lives of employees, so…

This plan sets out short-term and long-term actions to improve inclusion and participation for people with disability across the Victorian economy. There are also actions employers can take today to build more inclusive workplaces. Making an adjustment can make all the difference. Ask people what support they need, and work…

Employees with disability are valued members of our workforce. Here we provide you with information and supports to assist you and your colleagues to work together to create inclusive workplaces. Employee supports for people with disability Employees are offered a range of supports and benefits working in the public sector,…

Human Resource departments and Hiring Managers are well-positioned to make the public sector an employer of choice for people with disability. To enhance and enable employment outcomes for people with disability, we have provided tools and resources to assist human resources and hiring managers with the attraction, recruitment, and retention…

The Victorian public sector offers diverse and inclusive workplaces for people with disability. There are a range of pathways to working in the Victorian public sector for people with disability. This includes traineeships, the graduate recruitment and development scheme (VPS GRADS), and any advertised role. Adjustments and support will be…

Managers have the opportunity to create change and support people with disability to reach their full potential. Managers play an important role in leading an effective team to achieve department, team or organisational goals. It is about bringing out the best in individuals and the group collectively with motivation and…

Public sector leaders have a responsibility to create inclusive and respectful workplaces free from discrimination, and support prospective and existing employees and their managers. Many approaches can be adopted at an organisational level which create a flow-on effect to departments and divisions. Public sector leaders, including Directors and senior staff,…

This resource has been produced to provide Victorian public sector employers with information about their HR response to emergencies, such as natural disasters, outbreaks of infectious disease or other unforeseen incidents. In July 2009, the Public Administration Act 2004 (‘the Act’) was amended to include emergency provisions that empower the Premier…

Job Analysis and a Well-written Position Description As a line manager, it’s your responsibility to recruit the right person for the job. By understanding your role and responsibilities in the recruitment and selection process, you can reduce and in most cases eliminate the risk of poor hiring decisions. This is…

Getting to work: Victorian public sector disability employment action plan 2018–2025 sound files. Part 1 – Getting to work contents and inside cover Part 2 – Minister’s foreword and Commissioner’s foreword Part 3 – Introduction, Focus, Objectives and Key facts Part 4 – The case for change in the Victorian…

When does Getting to work start? Getting to work is a seven year plan starting in September 2018 and ending in 2025. Who is Getting to work for? Getting to work is relevant to job seekers with disability, employees with disability, Victorian public sector employers, disability employment services, recruitment agencies,…

The following key messages will assist you in communicating the action plan in your organisation. Primary messages People with disability face discrimination and barriers to finding and maintaining successful careers. People with disability are under-represented in the public service workforce. Environmental factors, as well as social factors, can pose barriers…

[Title] Getting to work Here is a transcript with video description of the Getting to Work animation. [Animation title: “Getting to Work”] [Animation produced by the Victorian Public Sector Commission] [Animation style: This animation uses illustrated characters to represent people with and without disabilities from different ethnic backgrounds and job…

Last issued June 2016. Minor updates April 2018. Index Purpose Behaviour expected during elections Standing for election Further information Purpose This guide reminds Victorian public sector employees of their obligations under the Code of Conduct for Victorian Public Sector Employees (the Code) and the Constitution Act 1975 (Victorian Constitution) in…

Under regulation 6 of the Public Administration (Review of Action) Regulations 2015 Contents Registrar Reviewer Employee, representative and support person Manager Head of the organisation or delegate This guidance applies to the Victorian Public Service. It explains the roles and responsibilities of people participating in a review of actions and…

Index Purpose Obligations and risks Information about national police checks Recruiting new staff Checking current employees Finding out more Purpose When recruiting someone to a job, employers want to be satisfied that the applicant is able to perform the work. They will most probably ask the applicant about their skills…

Index Purpose Risks Preventing fraud Purpose Engaging a contractor gives Victorian public sector employers flexibility to meet their organisation’s workforce needs. They may employ contractors with specialised skills, for a one-off complex project or to cover short-term absences of ongoing staff. Contractors who perform a public sector role must comply…

Victorian Public Service (VPS) departments determine the mix of employment arrangements to best meet their business needs. Engaging contractors and consultants, in addition to ongoing employees, gives departments the flexibility to meet immediate critical skill gaps. This guidance is for managers engaging contractors and consultants to perform a public sector…

This guidance is under review following the High Court of Australia’s decision in Comcare v Banerji. If necessary, we will update this guidance following a thorough review of the implications of the decision. Index Purpose Scope Official and Private Use Social Media – Defined Responsibilities Social Media and the Code…

This resource provides guidance regarding Victorian public entity executive employment. It provides information on common questions that have been asked about executive employment arrangements. For those seeking information regarding executive remuneration, further information is available on the Victorian Independent Remuneration Tribunal (the Tribunal) website. Note: The information contained within this document…

The information contained below is a guide to secondment arrangements in the Victorian public sector. It is intended to provide managers and staff with answers to some of the questions they may have when considering and implementing secondment arrangements. This information is a guide only – it does not replace…

There are six steps your managers need to undertake to develop the knowledge, skills and behaviours required for success in their current and future management roles. Your fundamental task is to talk to your managers at each step. The purpose of these conversations is to ensure managers become accountable for…

Index Purpose Risks Recruitment process Purpose Recruitment decisions in the Victorian public sector must comply with the merit employment principle. Recruitment is the process of finding and hiring the best person to fill a job vacancy in a timely and cost effective manner. The recruitment process includes analysing the inherent…

Table of Contents Executive summary Abbreviations 1. Introduction 2. Overview of Victorian public service and public sector 3. Public entities 4. Choosing a public entity form 5. Governance arrangements 6. Consultation and approval processes Appendix A roles and duties of boards Appendix B quick reference guide for creating a public…

Managing gifts, benefits and hospitality in the Victorian public sector The minimum accountabilities are binding under the Instructions supporting the Standing Directions of the Minister for Finance 2016. They are minimum requirements. Your organisation may choose to adopt higher standards or processes that take into account your organisation’s role and…

This document is a compilation of some common Victorian Public Service (VPS) myths and facts surrounding executive employment and remuneration. It is intended to provide employers and executives with answers to the more common questions that have been asked or have arisen in discussion about executive employment arrangements. Please note:…

Always refer to the PDF# of the relevant order or proclamation for the definitive or authorised version. On this page are the texts of the various orders issued by the Governor in Council since the introduction of the Public Administration Act 2004. No. G8# 21 February 2019 Public Administration Act…

In the Victorian Public Service, employees may apply to their employer for a review of an action that they consider is unfair or inconsistent with the Public Administration Act 2004 (Act) or the employment standards. The action must relate to their employment such as a personal involvement in a selection,…

This resource details the separation reason codes to be used in the Workforce Data Collection. These codes apply to the: Health data specification TAFE data specification Victorian Public Service data specification Public Entity data specification Code Separation Reason A Resignation – To Victorian Public Service employment B Resignation – To…

These Standards support the Victorian Public Sector Employment Principles. Visit the Employment Principles and Standards page Contents Foreword Introduction Standards Fair and Reasonable Treatment Merit in Employment Equal Employment Opportunity Human Rights Reasonable Avenue of Redress Career Public Service Applying the principles to specific employment processes The principles are inter-related…

Provide the code for the highest AQF level qualification held (Highest AQF level qualification that the institution recognises as matching the requirements of 2015 MEA Schedule 3 (which is the 2009 MBA), Schedule 5 Clause 5). Code Highest teaching qualification held A Unknown B Certificate level AQF levels 2 or 3 C Certificate…

The subject matter taught should form the basis for identifying the deployment of the Teacher. i.e. where a Teacher delivers subject material to a range of industry group students the subject that they teach is to be used to identify their industry group. For reporting purposes, please use the Industry…

This document answers some frequently asked questions Victorian public sector employees (and their managers) may have about standing for pre-selection or election in local government, Victorian state or federal elections. This document should be read in conjunction with the Code of Conduct for Victorian Public Sector Employees (the Code of Conduct)…

1. Purpose The Victorian Public Service (VPS) needs employees who act in accordance with the public sector values. Public service executives occupy positions of trust in the community and must be accountable for their actions. Misconduct[1] puts the safety of employees and the community at risk and erodes public trust….

VPSC Gifts, Benefits and Hospitality Declaration 1 July 2017 to 30 June 2018 The way public officials respond to offers of gifts, benefits and hospitality is critical to maintaining the trust of those we serve. Officials need to act in a manner that allows the community, customers, Government, clients and…

Read the Gifts, benefits and hospitality declaration for the period 1 July 2017 to 30 June 2018 View VPSC’s Gifts, benefits and Hospitality Register Purpose This policy states the position of the Victorian Public Sector Commission (VPSC) on: responding to offers of gifts, benefits and hospitality; and providing gifts, benefits…

View the VPSC Gifts, benefits and hospitality declaration for 2017-2018 Read VPSC’s Gifts, benefits and hospitality policy (last updated 23 June 2017) Date offered Recipient Donor Offer Value Decision 14 Sept 2018 Human Resources Adviser Melina Papas Health Organisation Flight Centre Voucher $500 Declined 5 Oct 2018 Executive Director Integrity and…