Who we are

Find changes to the department, our groups, senior executives, administrative offices and other entities.

Changes to the department

On 1 January 2019 following machinery of government changes, DPC established the Fairer Victoria group. Fairer Victoria brings together the Office for Women and the Office for Youth from the Department of Health and Human Services (DHHS) with DPC's Veterans, Multicultural Affairs and Equality portfolios.

IRV also came across to DPC as part of the machinery of government changes from the previous Department of Economic Development, Jobs, Transport and Resources.

The machinery of government changes also involved functions transferring out from DPC. On 1 January 2019 the Latrobe Valley Authority, Melbourne Biomedical, Cities and Precincts, and GovHubs functions transferred to the Department of Jobs, Precincts and Regions. Likewise, the National Disability Insurance Scheme transferred to DHHS.

On 11 February 2019 the Countering Violent Extremism function transferred from DPC to the Department of Justice and Community Safety.

Later in 2018-19 DPC established the Service Systems Reform group to support the design and delivery of reforms that address issues of complexity and disadvantage, with a focus on place-based initiatives. The cross-government team looks at how government engages with communities and works in place to improve social and economic outcomes for Victorians.

Our groups

DPC consists of eight groups:

  • Economic Policy and State Productivity
  • Fairer Victoria
  • Governance Policy and Coordination
  • Industrial Relations Victoria
  • Jobs and Skills Exchange
  • Social Policy
  • Service Systems Reform
  • Office of the General Counsel

Economic Policy and State Productivity

The Economic Policy and State Productivity group works to support better economic awareness for Victoria by supporting the government to achieve its objectives related to economic development, regional and local government outcomes, international engagement, transport infrastructure, planning, priority precincts, energy, agriculture, resources and the environment. The group works in a whole of government environment by collaborating with relevant departments and agencies on policy and project development.

Fairer Victoria

Established on 1 January 2019 the Fairer Victoria group is responsible for advising the Premier, Cabinet and the ministers for Multicultural Affairs, Women, Youth, Equality and Veterans on policy and strategy aimed at embedding consideration of inclusion, access and social and economic participation for all Victorians in government programs, services and policy reforms. The Fairer Victoria group does this through:

  • taking a whole of government approach and collaborating with departments and agencies
  • providing high-quality strategic advice to the Premier, Cabinet and ministers
  • leading and contributing to best practice initiatives to ensure the needs of Victoria's diverse communities are considered

Governance Policy and Coordination

The Governance Policy and Coordination group is responsible for overseeing Cabinet management, digital design and innovation, public sector governance, performance and reform, security and emergency management, cybersecurity, government shared services, strategic communications, engagement and protocol, the Victorian Centre for Data Insights and DPC's corporate services. This group is also primarily responsible for supporting the Special Minister of State.

Industrial Relations Victoria

IRV is the government's lead agency for managing public sector industrial relations matters across Victoria and advising on relevant private sector matters. It works across government to develop regulatory and other solutions to meet the government's industrial relations policy aims and oversees public sector enterprise bargaining and dispute management. It also implements and ensures compliance with laws governing long service leave, child employment and small business owner drivers.

IRV works closely with industry and unions to promote positive industrial relations and to improve the working standards and conditions of all Victorians. It leads government responses and submissions to major workplace relations reviews and inquiries and regularly lobbies the Commonwealth for improvements to national workplace relations laws.

Jobs and Skills Exchange

The Jobs and Skills Exchange group is responsible for supporting a more agile, flexible and modern public service by providing a whole of Victorian government approach to workforce mobility.

The initial primary focus is on the VPS to enable an agile, responsive and high-performing workforce.

The group is also accountable to the Special Minister of State.

Social Policy

The Social Policy group works to provide better social outcomes for all Victorians by supporting the government to achieve its strategic objectives related to Aboriginal affairs, education, justice, family violence, health and human services. A newly created team will lead the government's preparation for treaty and negotiation of its framework in partnership with the Aboriginal representative body. Aboriginal Victoria also forms part of Social Policy, playing a central role in advancing the Aboriginal self-determination agenda and protecting cultural heritage.

Service Systems Reform

The Service Systems Reform group is responsible for overseeing a program of whole of Victorian Government policy development and reforms that aim to improve social and economic outcomes. The group's work has a focus on people who use social and justice services and uses place-based initiatives. As part of a cross-government virtual team, the group also supports the Victorian Secretaries' Board Service Delivery Reform subgroup. It will coordinate and guide conversations with communities about how government can better design its services and support communities to build on their strengths to achieve better social and economic outcomes.

Office of the General Counsel

The Office of the General Counsel (OGC) is responsible for providing legal and policy advice to the Premier, DPC's ministers, the DPC Secretary and the department. OGC advises on the full range of legal issues government faces, including in the areas of administrative, constitutional and corporate law. OGC's policy focus is on issues in the Premier's and the Special Minister of State's portfolios, principally in relation to Victoria's integrity and electoral systems. OGC also supports the department in developing legislative proposals.

DPC's senior executives


Chris Eccles AO was appointed Secretary of DPC in December 2014. As Secretary, Chris leads the department and the VPS in advising the Premier and the Government of Victoria.

From 2011 to 2014, Chris was the Director-General of the New South Wales Department of Premier and Cabinet and from 2009 to 2011 he was Chief Executive of the South Australian Department of the Premier and Cabinet.

In 2017 Chris was made an Officer of the Order of Australia 'for distinguished service to public administration, to innovative policy development and sound governance, and to the delivery of reform in the areas of training, education and disability'.

Chris holds a Bachelor of Arts and a Bachelor of Laws from the Australian National University.

Deputy Secretary, Governance Policy and Coordination

Jeremi Moule was appointed Deputy Secretary, Governance Policy and Coordination in August 2018.

Previously, he was DPC's Executive Director of Strategic Communication, Engagement and Protocol. Prior to joining DPC Jeremi held the equivalent executive director role at the South Australian Department of the Premier and Cabinet, leading their communication, community engagement and citizen participation agenda.

He holds a journalism degree from the University of South Australia and is a graduate of the Australian Institute of Company Directors.

Deputy Secretary, Economic Policy and State Productivity

Tim Ada commenced in the role of Deputy Secretary, Economic Policy and State Productivity in April 2019.

Previously, Tim was Deputy Secretary of Jobs and Innovation in the Department of Jobs, Precincts and Regions, responsible for the strategic development of key industry sectors, including manufacturing, life sciences and international education and the delivery of telecommunications and employment programs.

Tim has a Bachelor and Master of Agriculture Sciences from the University of Melbourne. He grew up in rural Victoria.

Deputy Secretary, Social Policy

Kate Houghton was appointed Deputy Secretary of Social Policy in November 2018.

Kate has led many teams across a variety of portfolios within the VPS. Her most recent role was as Deputy Secretary of Police and Crime Prevention at the then Department of Justice and Regulation. Kate spent many years working within the natural resources and environment portfolio. She led the Water and Catchments group as Deputy Secretary and the Environment Policy Division as Executive Director.

Kate has an honours degree in economics, and a Master of Environment. Kate is an Institute of Public Administration Australia Fellow.

Deputy Secretary, Fairer Victoria

Brigid Monagle is the Deputy Secretary of Fairer Victoria, which oversees the Equality, Veterans, Multicultural Affairs, Women and Youth portfolios.

Brigid has previously worked as an executive director in DPC, leading advice in the areas of Aboriginal affairs policy, including treaty and
self-determination, health policy and reform, and inter-governmental strategy.

Brigid holds a Bachelor of Arts (Hons) from the University of Melbourne and a Master of Public Policy from Victoria University of Wellington.

Deputy Secretary, Service Systems Reform

Lill Healy was appointed Deputy Secretary, Service Systems Reform in June 2019. Her group is responsible for working in collaboration with other departments to support the design and delivery of reforms that address issues of complexity and disadvantage with a focus on place-based initiatives.

Lill was previously Deputy Secretary of Inclusion at the Department of Jobs, Precincts and Regions. Before that Lill held a variety of senior leadership roles in the VPS and across the private and community sectors.

Deputy Secretary, Jobs and Skills Exchange

Elizabeth Langdon is the Deputy Secretary at DPC overseeing the newly established Jobs and Skills Exchange.

Prior to this Elizabeth was Deputy Commissioner of the Victorian Public Sector Commission (VPSC). From July 2017 to January 2018, Elizabeth was Acting Victorian Public Sector Commissioner.

Elizabeth joined the VPS in 2005, spending eight years in DPC in policy and corporate leadership roles. Elizabeth then joined the Department of Health (now the Department of Health and Human Services) in 2013, where as Deputy Secretary, People, Capability and Oversight, Elizabeth was responsible for People and Culture, Legal Services, Communications and Media, and Executive Services and Oversight.

Deputy Secretary, Industrial Relations Victoria

Matt O'Connor was appointed Deputy Secretary, Industrial Relations Victoria in April 2015. Matt has worked in the Victorian Government since 2003. He has overseen the development of significant industrial relations legislative and policy reforms, including labour hire, long service leave and public sector employment protections. Matt has steered the Victorian Government's public sector industrial relations strategy through three rounds of enterprise bargaining and led the government's initiation of legal proceedings in the Fair Work Commission to protect the supply of essential services.

Matt has also represented the Victorian Government in consultations with the Commonwealth Government on federal industrial relations legislative proposals, including the Fair Work Act.

General Counsel

Toby Hemming was appointed General Counsel in May 2018.

Toby has significant experience in the Victorian public sector, having held senior positions in organisations including the County Court of Victoria, the Victorian Managed Insurance Authority and the Emergency Services Telecommunications Authority.

Toby holds degrees in the areas of law, arts and corporate governance. He is also a graduate of the Australian Institute of Company Directors and has completed the Senior Executive Fellows program at Harvard University's Kennedy School of Government.

Administrative offices

Administrative offices are established and abolished through orders under section 11 of the Public Administration Act, and each is established in relation to a department.

The following six administrative offices have been established in relation to DPC.

Local Government Inspectorate

The Local Government Inspectorate is the dedicated integrity agency for local government in Victoria.

Led by the Chief Municipal Inspector, the Inspectorate investigates offences under the Local Government Act 1989 and may examine, investigate and prosecute any matter relating to a council's operations or electoral matters.

Additionally, the Inspectorate conducts examinations of council governance processes and delivers a guidance and education program to improve the governance and transparency of operations across the sector.

Office of the Chief Parliamentary Counsel

The Office of the Chief Parliamentary Counsel transforms policy into legislation and advises the Victorian Government on its legislative program. The office is responsible for ensuring up-to-date public access to authoritative Victorian legislation. The Chief Parliamentary Counsel is also the Government Printer for Victoria, responsible for printing Victorian legislation.

Office of the Governor

The Office of the Governor provides support to the Governor of Victoria and her spouse in carrying out all aspects of their official duties for the benefit of the Victorian community. The Governor's role includes constitutional and ceremonial duties, community engagement and official municipal, regional and overseas visits - the latter as part of promoting Victoria's international engagement at the highest level.

Office of the Victorian Government Architect

The Office of the Victorian Government Architect provides leadership and independent advice to government about architecture and urban design and promotes awareness about how good design can make great places for people. The office encourages the creation of high-quality buildings and engaging public spaces that promote confidence and wellbeing in the community.

Public Record Office Victoria

The Public Record Office Victoria (PROV) maintains the archives of the State Government of Victoria, holding 100 kilometres of records dating from the mid-1830s to today. PROV manages these for use by the government and people of Victoria. PROV's collection contains records of decisions, events, people and places that have shaped the history of Victoria.

Service Victoria

Service Victoria is a whole of government service capability created to improve the way government transactions are delivered to Victorians and to deliver a more effective customer experience. Service Victoria brings together the most popular digital transactions in one place, making it simpler, easier and faster for Victorians.

Service Victoria is responsible for implementing the Service Victoria Act 2018 and provides customer service and identity verification functions.

Other entities

DPC supports the VPSC and the following special bodies and public entities in performing their functions and responsibilities.

DPC also works with a range of ministerial advisory bodies across our portfolio areas of responsibility.

Special bodies

Special bodies are defined in section 6 of the Public Administration Act and created under separate legislation:

  • Electoral Boundaries Commission
  • Independent Broad-based Anti-corruption Commission
  • Office of the Victorian Information Commissioner
  • Victorian Electoral Commission
  • Victorian Inspectorate
  • Victorian Ombudsman.

Public entities

Public entities include statutory authorities, state-owned enterprises, state-owned corporations and formally constituted advisory boards that perform functions outside of the public service:

  • Family Violence Reform Implementation Monitor
  • Infrastructure Victoria
  • Labour Hire Licensing Authority
  • LanguageLoop
  • Office of the Public Interest Monitor
  • Portable Long Service Benefits Authority
  • Queen Victoria Women's Centre Trust
  • Shrine of Remembrance Trust
  • Victorian Aboriginal Heritage Council
  • Victorian Independent Remuneration Tribunal
  • Victorian Multicultural Commission
  • Victorian Veterans Council.

Supporting our people

Promoting a culture of diversity and inclusion

DPC is committed to the principles of diversity, inclusion and equity to ensure people are treated with dignity and respect and can participate in all aspects of work-life to achieve their full potential. There is a place for everyone at DPC.

This commitment is demonstrated through workplace diversity and inclusion actions, plans and initiatives that help us to:

  • ensure equitable access to employment opportunities and outcomes for all people
  • raise individual consciousness and build competency to work with and manage diversity, inclusion and equity principles
  • engage with and reflect the communities we serve
  • provide an exemplary employee experience.

DPC has developed the Diversity and Inclusion Strategy 2019-2021 in consultation with staff. The strategy aims to position DPC as a leader in the VPS by ensuring our culture and day-to-day practices are as inclusive as possible for all staff.

The strategy provides an opportunity to acknowledge and reflect on the real challenges and opportunities for people in a working environment that is not yet reflective of the communities it represents. In the implementation of this strategy, DPC will work towards:

  • improving the representation of women and people from diverse backgrounds in senior leadership positions
  • understanding and addressing any structural barriers to employment and potential employment due to personal circumstance or characteristic
  • mainstreaming diversity practices in our business and operational plans
  • establishing an accurate workforce profile and longitudinal data (evidence base) to measure and track performance
  • ensuring culture surveys consistently show safety, visibility and inclusion for all employees across all levels of the organisation
  • setting measurable targets and ensuring accountability for meeting our goals
  • continuing to elevate our reputation and public image as a diverse and inclusive workplace.

DPC continues to implement the following diversity plans under the strategy, some of which are expanded on further:

  • Aboriginal Inclusion Action Plan 2014 (refreshed strategy to be developed in 2019)
  • Disability Action Plan 2017-2020
  • Lesbian, Gay, Bisexual, Trans and Gender Diverse, Intersex, and Queer and/or Questioning (LGBTIQ) Inclusion Plan 2019-2021
  • Gender Equity Plan 2018-2020
  • Cultural Diversity Inclusion Action Plan 2015-2018.

Aboriginal Inclusion Action Plan

DPC continued to promote Aboriginal inclusion with some key initiatives in 2018-19 including:

  • activities and events in recognition and support of dates of cultural significance including Reconciliation Week and NAIDOC Week
  • maintaining the Aboriginal employment target set out in the Aboriginal Inclusion Action Plan
  • delivering Aboriginal cultural awareness training
  • providing access to a tailored employee assistance program for Aboriginal staff
  • continuing to implement the Victorian Public Sector Barring Djinang Employment Strategy (a five-year plan) in collaboration with VPSC and the Community and Public Sector Union
  • implementing cultural awareness training.

Disability Action Plan

DPC's Disability Action Plan 2017-2020 provides a framework for DPC to ensure equitable access to employment opportunities for people with a disability.

Highlights during 2018-19 included the following:

n Implemented the 'Stay Engaged' work placement program for people with disability. The program provides people with disability who are over the age of 18 and not currently in employment or studying with the opportunity to experience a paid work placement in DPC for six weeks. The program aims to provide valuable insights into the role of a government department and builds capabilities suitable for a career in the public sector.

  • Continued our partnership with the Australian Network on Disability (AND). AND is a national, membership-based, for-purpose organisation that supports organisations to advance the inclusion of people with disability in all aspects of business.
  • Implemented disability confidence training for employees and managers.
  • Supported the VPS Enablers Network, a network run by people with disability for people with disability, to deliver a networking event with senior leaders across the VPS. The VPS Enablers Network aims to represent the needs, interests and concerns of Victorian government employees with lived experience of disability to ensure fair and equitable treatment.

LGBTIQ Inclusion Plan

The 2019-2021 LGBTIQ Inclusion Plan sets out clear and measurable strategies on how DPC will work towards achieving and sustaining an equitable and LGBTIQ-inclusive workplace. It builds on previous initiatives and actions that focused on LGBTIQ-inclusive employment practices, culture and leading LGBTIQ inclusion within DPC and across the Victorian public sector and the community.

DPC's highlights during 2018-19 included:

  • achieved bronze status in the Australian Workplace Equality Index - the national benchmarking instrument for LGBTIQ workplace inclusion for a third year in a row
  • appointed an executive sponsor for LGBTIQ inclusion and reinvigorated DPC's LGBTIQ Steering Committee
  • LGBTIQ staff indicated a positive and inclusive culture at DPC in the People Matter Survey
  • strengthened foundational policies to be more inclusive of our LGBTIQ employees
  • celebrated and commemorated significant days including International Day against Homophobia, Biphobia and Transphobia, Wear it Purple Day, Bisexuality Visibility Day, Intersex Awareness Day and Transgender Day of Remembrance
  • conducted excellent community engagement and external advocacy
  • participated in the iconic Midsumma Pride March.

Learning and development

Our learning and development (L&D) strategies support capability development in identified priority areas. The objective is to develop a responsive and high-performing workforce so we can deliver on our strategic direction and priorities. In 2018-19 we set out to create a more contemporary approach to L&D, deliver improvements to the L&D function and enable people to successfully manage work and life commitments.

Reviewed 17 October 2019

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