Board of Management
The Board of Management comprises DPC’s senior-level executive officers who:
- provide organisation oversight
- provide strategic direction
- ensure DPC is operating in a fiscally and environmentally sustainable manner
- ensure DPC is meeting changing community needs and government priorities.
As of 30 June 2025, DPC’s Board of Management members were:
- Jeremi Moule, Secretary
- Emma Cassar, Deputy Secretary, Social Policy
- Terry Garwood PSM, Deputy Secretary, First Peoples – State Relations
- Jason Loos, Deputy Secretary, Economic Policy and State Productivity
- Joshua Puls MVO, Deputy Secretary, Public Administration
- Brigid Sunderland, Deputy Secretary, Children’s Portfolio Coordination.
In 2024–25 the Board of Management fulfilled its mandate to provide organisational oversight and strategic direction, meeting 11 times.
The Board of Management has the following committees:
- Budget and Finance - acts as an advisory body for DPC’s Board of Management and provides strategic oversight of DPC’s budget and finances and identifies priorities and challenges. The committee promotes DPC’s drive for improved financial sustainability through the effective oversight and allocation of financial resources.
- Self-determination and Reform - supports DPC to progress the significant reform underway in the Treaty and First Peoples portfolio. The committee also performs a key role in improving internal systems, policies and processes to enable self-determination, including facilitating action in line with whole-of-government commitments
Audit and Risk Committee
The Audit and Risk Committee provides independent assurance and advice on the effectiveness of DPC’s financial management systems and controls, performance, stability, compliance with laws and regulations and risk management. It also oversees the department’s internal audit program.
The committee reports to DPC’s Secretary and is established in line with the Standing Directions under the Financial Management Act.
During 2024 - 25, the committee met five times to acquit its legislative charter obligations to the Secretary by:
- monitoring the quality of reporting on financial performance
- reviewing the quality of DPC’s annual financial report and report of operations and providing attestations to the Secretary
- monitoring the outcomes of the external audit process of the annual financial report
- monitoring DPC’s responses to the outcomes of VAGO performance audits
- appraising the effectiveness and efficiency of DPC’s systems and controls for financial management, performance and sustainability
- reviewing processes designed to ensure that DPC complies with the requirements of the Financial Management Act, Standing Directions and instructions, including updates on the resolution of any reported non-compliances
- endorsing the internal audit plan, monitoring delivery of the internal audit program and reviewing reports on completed internal audit reviews
- monitoring progress on completion of recommendations arising from internal and external audit activity
- monitoring the effectiveness of DPC’s risk management program.
As of 30 June 2025, the committee comprised the following members:
- Andrew Whittaker (Chair, independent member)
- Rachel Thomson (independent member)
- Michael Everett (independent member)
- Joshua Puls (departmental member).
Executive Remuneration Committee
DPC’s Executive Remuneration Committee’s role is to ensure that a consistent and rigorous approach is taken to setting and adjusting executive remuneration across DPC. The committee reviews all appointments to executive roles within DPC, manages the executive officer cap for DPC and ensures fairness and budget considerations are considered in determining the remuneration of DPC executives.
The specific responsibilities of the committee are to:
- manage DPC’s Senior Executive Service remuneration
- ensure the remuneration of all DPC executives is appropriate to DPC business needs and is in line with DPC’s executive gender pay principles, and recommend adjustments to assure transparency and fairness
- ensure that DPC has sustainable executive staffing levels that are appropriate to DPC business needs and meet labour sustainability cap targets within its funding envelope
- ensure all processes and information related to recruitment and executive remuneration adhere to the public sector values, particularly concerning merit, equity and transparency
- report to the VPSC annually (and on request) details of executive employment in DPC and its portfolio entities.
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