Role requirements
The Census results identified the diversity of activities undertaken by the primary prevention workforce, and the varying frequencies at which these activities are conducted. The core activities most frequently undertaken by this workforce included developing and maintaining partnerships and networks, project management, and planning / implementing primary prevention initiatives.
Employment conditions
Both the Census results and findings from the initial sector consultation suggested that workers in the primary prevention workforce were less likely than the average Victorian to hold a full-time role. However, almost one-fifth of the workforce reported that they held at least one additional paid role outside of the primary prevention workforce, and one-in-ten held more than one paid role within this workforce. Additionally, many employees reported that they were employed on fixed-term contracts, and many also reported working additional unpaid hours.
Supervision
The results indicated that the primary prevention workforce was broadly satisfied with the quality of support provided by their supervisor or direct manager, and that having the opportunity to regularly discuss their professional development, or their work more generally, were key drivers of this satisfaction.
Training and confidence
While the primary prevention workforce had completed training across a range of topic areas, overall confidence in their level of training and experience was moderate. The findings highlighted MARAM as a priority area for further / improved training and professional development.
Health and wellbeing
Overall, the results of both the Census and the initial consultation phase of the project suggested that many within this workforce experience stress due to high workload. Despite this, few were dissatisfied in their current role and most felt that they made a difference to people affected by family violence.
Career and future intentions
The results showed that people shared a number of positive reasons for working in the primary prevention workforce, including a strong commitment to preventing / responding to family violence and gender equity.
Regarding future intentions, almost half of all primary prevention practitioners reported that they had plans to leave their current role. Although many planned to do so due to an end of contract, others were influenced by better career prospects.
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