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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…

Secretaries of Departments I [INSERT NAME HERE] , Secretary to the Department of [INSERT NAME OF DEPARTMENT HERE] Certify that: my Department has policies and procedures in place that are consistent with the minimum requirements and accountabilities outlined in the Gifts, Benefits and Hospitality Policy Framework issued by the Victorian…

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…

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…

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 http://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 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…

Last updated June 2017 1. What is the basis for the operation of the Government Sector Executive Remuneration Panel? The Government Sector Executive Remuneration Panel (GSERP) is established by the Victorian Government’s Policy on Executive Remuneration for Public Entities in the Broader Public Sector. The policy was first issued in…

Last issued June 2016. Minor updates November 2016. 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…

Index Purpose Scope Official and Private Use Social Media – Defined Responsibilities Social Media and the Code of Conduct Purpose The purpose of this guidance for Victorian public sector bodies and employees is to clarify their existing obligations under the Code of Conduct for Victorian Public Sector Employees [1] in the…

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…

This document is a compilation of some common Victorian public sector myths and facts regarding executive employment and remuneration. It is intended to provide Boards, Chief Executive Officers (CEOs) and other executives with answers to the more common questions that have been asked or have arisen in discussion about executive…

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. G12# 19 March 2009 Public Administration Act…

This document is a compilation of common Victorian Public Service (VPS) myths and facts surrounding performance management for non-executive employees. Occasionally misunderstood and often maligned, performance management is a series of formal and informal processes designed to make sure that the individual, team and organisation achieve their goals in the…

Last issued June 2017 1 Introduction 1.1 The purpose of this policy is to set out better practice approaches and approval procedures for the determination of and accountability for executive remuneration in public entities in the Victorian public sector. 1.2 These processes will apply to all such organisations except where…

This resource is a compilation of common Victorian Public Sector recruitment myths and facts. The purpose of this document is to provide line managers with answers to some of the questions you may have about the recruitment and selection process. This document also forms part of the Victorian Public Sector Commission’s…

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…

Read the Gifts, benefits and hospitality declaration for the period 1 July 2016 to 30 June 2017 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 Gifts, benefits and hospitality declaration for the period 1 July 2016 to 30 June 2017 Read VPSC’s Gifts, benefits and hospitality policy (last updated 23 June 2017) Date offered Position Item Estimated or actual value Cumulative value of offers from the same source Offered by (name of individual /…

Workforce Analysis and Collection Application (WACA) is the online tool used to coordinate the collection of public sector data reporting. It can be accessed at https://www.waca.org.au/ The guide below is designed to help you use the application. Specific instructions for data inclusion and preparation can be found in the Workforce data collection resource suites….