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Caution with this data Don’t use this data to represent the whole public sector. Some organisations weren’t able to take part in the 2020 survey as they were responding to the impacts of the coronavirus (COVID-19). These were: 16 metropolitan and large regional health services 10 other hospitals Department of…

Splash Screens Set of 9 splash screens you can use to promote your survey at workstations across your organisation. Available in 3 resolution sizes: Download 1920×1080 Download 1280×1024 Download 1024×768

Changes to the state of the public sector report We’re changing what you may know as the State of the Public Sector in Victoria report. Instead of an annual report, we’ll release small releases on themes from our workforce data throughout 2021. You can still get all the old State…

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…

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Organisations can use this checklist to make sure their new board directors have what they need in their induction. A board director’s induction should help them understand: their role, duties and obligations as a board director the laws and policies that apply to them their organisation’s functions, powers and context…

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…

Check the how to onboard and induct employees who are working remotely guide for full advice All stages I’ve checked my organisation’s onboarding policies and asked HR if it’s okay  to adjust them for my process I know what a protected attribute is and offered reasonable adjustments if they need…

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 https://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…

Circular Number 2019-13 Issue date: 23 December 2019 Application: All Victorian Public Service bodies 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…

Circular Number 2020-14 Issue date: 24 January 2020 Application: All Victorian public sector bodies Resources Guidance for Victorian public sector employees – organisation of public ministerial events Enquiries:  Integrity and Advisory Branch Victorian Public Sector Commission 03 7004 7121 info@vpsc.vic.gov.au Key points The Victorian Public Sector Commission (VPSC) has developed…

Circular Number 2020-16 Issue date: 29 April 2020 Application: All Victorian public entities Resources How to hire when working remotely guide Quick guide on how to hire when working remotely Enquiries: Workforce and Engagement branch Victorian Public Sector Commission info@vpsc.vic.gov.au Key points The Public Administration Act 2004 (the Act) has…

Circular Number 2020-17 Issue date: 18 August 2020 Application: All Victorian public sector bodies Resources Short guide: how to maintain integrity when working remotely Long guide: maintaining integrity when working remotely (180KB, DOCX) Guide to engaging with lobbyists in the Victorian public sector Enquiries: Integrity and Advisory branch Victorian Public…

Circular Number 2020-18 Issue date: 2 October 2020 Application: All Victorian public sector employees Resources Guidance During Election Periods Victorian Public Sector Employees Standing for Elections FAQs Enquiries: Integrity and Advisory branch Victorian Public Sector Commission info@vpsc.vic.gov.au Key points Local government elections will be held in Victoria by post in…

Circular Number 2020-19 Issue date: 15 October 2020 Application: All Victorian public sector employees Resources: Policy – Victorian Public Service pre-employment screening  Guide – Victorian Public Service pre-employment screening  Enquiries: Integrity and Advisory branch Victorian Public Sector Commission info@vpsc.vic.gov.au Key points  The Victorian Public Sector Commission (VPSC) has updated the Victorian Public…

Circular Number 2020-20 Issue date: 13 November 2020 Application: All Victorian public entities Resources: Integrity guide for new board directors Board directors induction checklist for organisations Enquiries: Integrity and Advisory branch Victorian Public Sector Commission info@vpsc.vic.gov.au Key points We have developed a suite of resources on key integrity issues for…

Circular Number 2020-15 Issue date: 5 February 2020 Application: All Victorian public entities Resources Standard Public Entity Executive Employment Contract Public Entity Executive Employment Handbook Enquiries:  Integrity and Advisory Branch Victorian Public Sector Commission 03 7004 7121 info@vpsc.vic.gov.au Key points The Premier has approved the removal of bonus opportunities from…

Circular Number 2020-21 Issue date: 15 December 2020 Application: Victorian public sector employers and employees Resources: Gifts, Benefits and Hospitality Resource Suite Enquiries: Integrity and Advisory branch Victorian Public Sector Commission info@vpsc.vic.gov.au Key points December and through the new year period are times of giving and receiving in many cultures….

Circular Number 2020-20 Issue date: 18 December 2020 Application: All Victorian public sector bodies Resources: Prevention of Sexual Harassment in the Workplace Enquiries: Integrity and Advisory branch Victorian Public Sector Commission info@vpsc.vic.gov.au Key points Sexual harassment is unlawful and prohibited. Sexual harassment in the workplace can take various forms and…

Circular Number 2021-23 Issue date: 30 June 2021 Application: Prescribed Victorian public entities, except those excluded in the ‘Scope’ section below. Resources: Policy – Pre-employment misconduct screening for public entity executive recruitment (DOCX, 120KB) Guide – Pre-employment misconduct screening for public entity executive recruitment Template forms – Pre-employment misconduct screening…

Circular Number 2021-24 Issue date: 29 October 2021 Application: All Victorian Public Service employees Resources: Informing and advising Ministers Enquiries: Integrity and Advisory branch Victorian Public Sector Commission integrity@vpsc.vic.gov.au Key points The Victorian Public Sector Commission has produced Informing and advising Ministers as high-level, principles-based guidance for Secretaries and senior…

Circular Number 2022-25 Issue date: 11 April 2022 Application: All Victorian Public Service employees Resources: Guide for employees during election periods Manager’s guide for employees involved in elections Enquiries: Integrity and Advisory branch Victorian Public Sector Commission integrity@vpsc.vic.gov.au Key points It is critical that the Victorian public sector maintains the…

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…

For each position in stages 1 to 3, a supervisor interview at stage 2 can cover multiple reports. Stages 4 to 5 are once only for the whole organisation. Stage 1: gather corporate documents Half a day Understand the position’s roles within the organisation. For example: annual report committee memberships…

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 is an example of what work value assessment outcomes could look like for entities of different sizes. In all cases, it’s assumed that the CEO will be assessed with having the highest work value and the subordinate executives will therefore be assessed at lower work values. These assessments would…

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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…

The Public Entity Executive Classification Framework applies to public entity executives, as defined under paragraph 4.1 of the Public Entity Executive Remuneration Policy (PEER Policy). What’s happening We’ve started reforming executive employment in prescribed Victorian public entities. This includes 3 key reforms: Reform 1: Public Entity Executive Classification Framework (PEECF)…

What’s the People matter survey? The People matter survey is an independent employee opinion survey run by the Victorian Public Sector Commission.  Employees in organisations across the public sector are encouraged to have their say. The survey results tell us how employees see their workplaces, including views on job satisfaction,…

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…

Focus area 1: Build awareness through access to information Vision 1: Public sector leaders set the tone Actions The Victorian Secretaries Board approves the disability employment action plan to meet targets and publicly commits to delivery Each Secretary and the Police Commissioner communicates commitments to the organisation and appoints a…

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…

Getting to work: Victorian public sector disability employment action plan 2018–2025 Australian sign language video.

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…

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…

Purpose This guide assists Victorian public sector employees (employees) who are required to organise and facilitate Ministerial events. It reminds employees of their existing obligations under the Code of Conduct for Victorian Public Sector Employees (the Code) (PDF, 259KB) and the Public Sector Values (the Values). Background and context It…

In this guide About this guide Your obligations under the codes When you can’t engage with lobbyists Public sector employees becoming lobbyists About lobbyists About this guide As a Victorian public sector employee, lobbyists may contact you to influence Government decisions. This guide helps you understand your obligations and what…

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…

The Victorian Public Sector Commission wants to learn more about how you use the workforce data we collect each year for the people matter survey and state of the public sector reports. How we’d like your help In the week commencing Monday 2 August, we’ll host a workshop open to…

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…

Practical tips and a guide to complying with the law when hiring remotely

Use these stages to plan how you implement flexible work in your organisation. Every organisation will be at a different stage of implementing flexible work. Adapt these stages to what works for you. Step 1: Analysis In this stage, analyse how your organisation currently supports flexible work. Speak with stakeholders,…

About this guide Remote working is now a part of our working lives. Regardless of your work location, your obligations as a public sector employee remain the same. This guide gives you tips on how to work remotely in-line with the: Code of Conduct for Victorian Public Sector Employees Code…

Practical tips and a guide to onboarding and inducting employees who are working remotely

Go to: How to use this guide Tips to encourage participation What to do before, during and after the survey How to use this guide Use this guide to help your organisation get the most out of the People matter survey. The promotional resources and tips we’ve provided can be…

On this page: Purpose Accountability and responsibility in Victoria’s system of government A Secretary’s key responsibilities Key challenges in meeting responsibilities Building trust with the Minister and their office Documentation Further reading and resources Another version Download this guidance as a PDF: Informing and Advising Ministers: guidance to Secretaries about…

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…

Go to Template 1: promotion email from head of organisation Template 2: invitation email Template 3: reminder email Template 1: promotion email from head of organisation How to use template 1 Keep any text highlighted in green, as it’s vital information for survey participants. Send this email at least 1…

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…

How to use this page Use this page to find out what organisations are in your comparator group for your People matter survey 2021 results: find your organisation on this list see your list of comparable organisations What your comparator group is Your comparator group is a list of similar…

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. G4# 30 January 2020 Public Administration Act…

Poster Pack Set of 11 posters you can use to promote your survey. Download set of 1-5 posters Download set of 6-11 posters

Splash Screens Set of 11 splash screens you can use to promote your survey at workstations across your organisation. Available in 3 resolution sizes: Download 1920×1080. Download 1280×1024. Download 1024×768.

Check the how to hire when working remotely guide for full advice Top tips for your hiring process Be consistent and transparent To comply with government standards, you must treat all candidates in in the same way and offer them the same process and adjustments. Keep in mind, your organisation’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,…

Title: 2021 People matter survey: Have Your Say <NAME of CEO/HEAD OF ORGANISATION/DIVISION> welcomes your participation in the People matter survey for 2021. People matter survey People matter survey is an annual employee opinion survey run independently of <NAME of your organisation> by the Victorian Public Sector Commission. The year’s…

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…

Speaking notes:  3 to 5 minutes For: Senior Leaders, Executives and Managers To: All staff Themes Suggested messages Survey timing The 2021 People matter survey is open from Monday 31 May to Friday 25 June (4 weeks). You’ll receive a survey link inviting you to take part. About the survey…

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…

Overall messages The annual People matter survey reflects the Victorian public sector’s sincere commitment to listening to our employees. The People matter survey is a safe and anonymous way for employees to tell organisations what they think and experience in the workplace. It asks for employees’ opinions on how our…

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…

When What Late February Communication to organisations to commence the 2021 survey process Communication to the head of each organisation and/or head of Human Resources 9 March Survey preferences form due If you need to make changes after you submit your form, email people.matter@vpsc.vic.gov.au Mid-May Survey user acceptance testing Chance…

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Senior Executive Service band 1 work value standards Value Description Knowledge Apply comprehensive knowledge and skills, acquired through formal (tertiary) training or relevant professional, technical or management experience Be considered an authoritative source of strategic advice and expertise which has influence on organisation decision making in an area of knowledge…

Begin with introductions and the background and purpose of the work value assessment. Explain the process and the possible outcomes of the work value assessment. Establish the purpose of the position and where it sits within the organisation. What supervisory responsibilities does the position have? How many direct reports (employees…

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….

1. 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 and hospitality. The policy is intended to support the VPSC and its employees to avoid conflicts of interest and maintain high levels of…

Here are some examples of how we can all embed flexible work at each stage of the employment lifecycle. Attraction We include our commitment to flexible work in our job advertisements. Recruitment We promote flexible work in interviews and ask candidates what they would need. Onboarding We discuss flexible work…

Knowledge factor Knowledge factor Description 1 Apply advanced knowledge and skills in a field or discipline acquired through professional, technical or management experience. Be considered a source of well developed, complex advice in a narrow area of expertise. Use knowledge of structures, processes of government, the sector and the organisation…

Public Entity Senior Executive Service Band 1 (PESES-1) work streams Positions at this level lead and manage in one or more of the functional streams below and may undertake any of the following tasks and responsibilities: Delivery Provide comprehensive, authoritative advice and expertise in relation to the effective delivery of…