Public sector values and employment principles
The Public Administration Act 2004 established the Victorian Public Sector Commission (VPSC). The VPSC’s role is to strengthen public sector efficiency, effectiveness and capability, and advocate for public sector professionalism and integrity.
STC continues its initiatives to foster the highest possible standard of integrity and conduct across STC, supporting staff to build a workplace that demonstrates respect, trust and openness in the way we improve outcomes for all Victorians.
Workforce inclusion policy
STC continues to make good progress in creating an inclusive working environment where equal opportunity and diversity are valued, and that reflects the communities we serve.
STC values staff with non-binary gender identities at all levels from VPS officers through the executives. Moreover, STC acknowledges that due to historic and current barriers to disclosure of non-binary gender identities, staff may not choose to disclose this information. As a result, targets or quotas are not currently a useful way to promote opportunities for gender diverse staff at all levels.
As at 30 June 2024, 40% per cent of STC’s executives were women.
Compliance with the Disability Act 2006
STC has not developed entity specific policies as provisioned in Part 3 of the Public Administration Act 2004. Instead STC was guided by and adhered to the DTP Accessibility Action Plan 2020-2024 during 2023-24. The need for a standalone Disability Action Plan for STC will be reviewed annually.
Compliance with the Carers Recognition Act 2012
STC takes practical measures to comply with its obligations under the Carers’ Recognition Act 2021. STC offers all its employees 15 days’ carers leave, in line with the Victorian Public Service Enterprise Agreement. STC also encourages and facilitates flexible work arrangements including compressed hours, flexible working hours and working from home arrangements.
Comparative workforce data
As at 30 June 2024, STC had a total of 23 Full Time Equivalent (FTE) employees, an increase from four as at 30 June 2023. This growth represents the ongoing establishment of STC, as well as the transition of some staff from temporary secondment or contracting arrangements to permanent roles.
| June 2024 | June 2023 | ||||||||||||||
| All employees | Ongoing | Fixed term & casual | All employees | Ongoing | Fixed term & casual | ||||||||||
| Number (Head count) | FTE | Full time (Head count) | Part time (Head count) | FTE | Number (Head count) | FTE | Number (Head count) | FTE | Full time (Head count) | Part time (Head count) | FTE | Number (Head count) | |||
| Demographic data | Gender | ||||||||||||||
| Women | 10 | 10 | 8 | - | - | 8 | 2 | 2 | 2 | 2 | 2 | ||||
| Men | 13 | 13 | 7 | - | - | 7 | 6 | 2 | 2 | 2 | 2 | ||||
| Self-Described | - | - | - | - | - | - | - | - | - | - | - | - | - | - | |
| Age- | |||||||||||||||
| 15-24 | - | - | - | - | - | - | - | - | 1 | 1 | - | - | - | - | |
| 25-34 | 5 | 5 | 5 | - | 5 | - | - | - | - | - | - | - | - | - | |
| 35-44 | 10 | 10 | 7 | - | 7 | 3 | 3 | - | - | - | - | - | - | - | |
| 45-54 | 5 | 5 | 2 | - | 2 | 3 | 3 | 2 | 2 | - | - | - | - | - | |
| 55-64 | 2 | 2 | 1 | - | 1 | 1 | 1 | 2 | 2 | - | - | - | - | - | |
| 65+ | 1 | 1 | - | - | - | 1 | 1 | - | - | - | - | - | - | ||
| Classification data | STC Grade 1–5 | ||||||||||||||
| STC 1 | - | - | - | - | - | - | - | - | - | - | - | - | - | - | |
| STC 2 | 1 | 1 | 1 | - | 1 | - | - | - | - | - | - | - | - | - | |
| STC 3 | 3 | 3 | 3 | - | 3 | - | 1 | - | - | - | - | - | - | - | |
| STC 4 | 1 | 1 | 1 | - | 1 | - | - | - | - | - | - | - | - | - | |
| STC 5 | 4 | 4 | 3 | - | 3 | 1 | 1 | - | - | - | - | - | - | - | |
| Senior Employees | |||||||||||||||
| STS | 8 | 8 | 7 | - | 7 | 1 | 1 | - | - | - | - | - | - | - | |
| Executives | 6 | 6 | - | - | - | 6 | 6 | 4 | 4 | - | - | - | - | - | |
| Total Employees | 23 | 23 | 15 | - | 15 | 8 | 8 | 4 | 4 | - | - | - | - | - | |
Employment and conduct principles
STC has not developed entity specific policies as provisioned under Part 3 of the Public Administration Act 2004. Instead, all STC employees are bound by applicable DTP conduct policies, as well as the Victorian Public Service Code of Conduct.
Occupational health and safety
STC has not developed entity specific standalone policies as provisioned under Part 3 of the Public Administration Act 2004. Instead STC applies DTP’s Occupational Health, Safety and Wellbeing policy.
Environmental Reporting
STC was still in its establishment phase in 2023-24 and did not adopt specific environmental reporting standards. It will be undertaking continuous improvement of its environmental reporting in the coming years.
STC resources travelled 85,828 kilometres on commercial flights in the 2023-24 financial year (2022-23: 332,040 kilometres).
STC had three vehicles as at 30 June 2024, two full electric and one internal combustion vehicle.
During 2023-24, STC continued its arrangement with Cenitex to rent workstations in its Melbourne CBD office. The Cenitex office environment is paperless and STC undertakes sustainable procurement practices and initiatives to reduce the environmental impacts including:
- Paperless office environment;
- Leveraging the State Purchasing Contract (SPC) for large site energy consumption, which includes the provision of renewable energy certificates, noting a significant reduction in office energy consumption due to staff working from home;
- The building has a six-star energy efficient NABERs (National Australian Built Environment Rating System); and
- Banned the use of single-use plastics in the provision of office supplies to the new building, in support of the goal to phase out single-use plastics across the VPS.
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