Through investment in our people, processes and technology, we continue to build the capability required to fulfil our purpose and respond to the evolving needs of Victorians.
Workforce outlook
DPC’s workforce outlook is shaped by current and emerging priorities, the long-term impacts of COVID-19 on ways of working and an increasingly competitive labour market. The Silver Review — the Independent Review of the Victorian Public Service — will continue to inform our workforce planning to ensure we have the right composition of staff to deliver programs and support continuous improvement.
To address any resourcing pressures in 2025–26, we will prioritise capacity building in critical areas and continue to strengthen workforce mobility and sustainability.
DPC anticipates ongoing market supply constraints in recruiting for specialist policy and stakeholder engagement roles. In particular, we face capacity challenges in recruiting and retaining Aboriginal and Torres Strait Islander staff due to a competitive labour market and the specialised nature of many roles. These constraints are expected to continue while current market conditions persist.
Diversity, equity and inclusion
We are committed to building a safe, inclusive, and respectful workplace that reflects the diversity of the Victorian community. A new Diversity, Equity and Inclusion Strategy and Gender Equality Action Plan are being developed with our corporate shared services provider to guide our efforts.
We continue to invest in initiatives that attract, develop and retain a diverse workforce, and align our efforts with whole-of-government strategies, including the Barring Djinang:
First Peoples Workforce Development Framework for 2024 to 2028, which aims to improve employment outcomes for Aboriginal and Torres Strait Islander peoples across the Victorian public sector.
Health, safety and wellbeing
We are committed to providing a safe and healthy working environment, with a strong focus on the wellbeing of our people. The framework underpinning this will include initiatives to ensure our workplace continues to be physically and psychologically safe and to ensure we maintain our safe systems of work. The framework will support and enhance a health and safety culture within DPC, where people understand their obligations and actively engage to manage work health and safety risks.
DPC is preparing to meet the requirements of the Psychological Health Compliance Code, which will take effect from December 2025. Our shared services provider is developing resources and support mechanisms to help identify and manage psychosocial hazards across the department.
A new online Incident and Hazard Notification System is also being introduced to capture physical and psychosocial risks. The system will support DPC to take a proactive approach to the management of health and safety and will allow us to support the health and wellbeing of our people through education, awareness and communication.
Developing our people
We are committed to building the capability of our workforce and creating meaningful opportunities for development. From day one, our onboarding and induction program is designed to provide an engaging experience and create a strong connection between new starters and the department. Our revised end-to-end onboarding experience includes staff having the opportunity to meet our Deputy Secretaries, offering new starters with an opportunity to hear directly about departmental priorities and engage with senior leadership.
We use an Experience, Exposure and Education (70/20/10) Learning Model to support staff development. Staff are encouraged to access a wide range of learning and development opportunities. We are focused on growing talent pipelines through access to shared-service learning, performance development platforms and creating structured career pathways to support high performance outcomes at all levels within DPC.
Workforce profile
We are actively managing our workforce profile and composition to ensure the optimum mix of talent at the right levels across DPC. This includes ensuring analysis of organisational needs and available funding, particularly in policy, program and enabling areas.
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