When we ask our employees, ‘Why do you work for the Department of Human Services?’ the most common response is ‘Because the work makes a difference’. What is most important for our people is that the work they do makes a positive difference to the health and wellbeing of people in Victoria, particularly those who are most vulnerable and in need of additional support. The work is challenging but has many rewards, and we have strengthened our commitment to ensuring we have the capacity and capability to continue to make a difference.

Uncertain economic times, increasing unemployment and an ageing population will continue to exert pressure on our workforce. To meet our considerable and complex responsibilities, we need a stable and highly skilled workforce with the flexibility to respond to the challenges of planning and delivering our services into the future. During 2008–09 the department finalised the People Strategy 2009–2012 and began implementing the Year One Action Plan. The plan identifies strategies to attract, recruit, develop and retain the best qualified staff.

Recognising our achievers

The annual Valuing Achievement Awards are part of the department’s ongoing staff recognition program. The awards recognise staff who have demonstrated exceptional commitment to the department’s values and made an outstanding contribution of achieving the department’s goals.

The Disability Outreach team in the Grampians Region is one of many dedicated groups that achieved outstanding results for the department and the community during the last 12 months. The team was recognised at the 2008 Valuing Achievement Awards for client focus and innovation in organising for people with a disability to introduce and play their favourite songs on a local community radio station. The show has provided people with a disability with the opportunity to share their musical interests with listeners in a local community setting.

Reconciliation focus

In September 2008 more than 100 of the department’s executive officer group attended the forum: Reconciliation strategies for government – moving towards cultural competence. The forum examined what we can do to progress reconciliation and to enhance the cultural awareness of the executive group.

Professor Mick Dodson, Director, National Centre for Indigenous Studies at The Australian National University was the keynote speaker. Jason Eades, Chief Executive Officer, Koorie Heritage Trust and Karen Milward, consultant and co-facilitator of Cultural Respect Training in the department, contributed to an interactive and rewarding workshop on raising cultural awareness, building on the themes from Professor Dodson’s discussion.

The department’s Secretary, Fran Thorn, opened the forum and provided participants with an overview of the government’s response to reconciliation since the 13 February 2008 public apology to Indigenous people. Professor Dodson talked about the practical ways government and public institutions are progressing reconciliation. He shared his views on government efforts to bridge the health and life expectancy gaps of Aboriginal and Torres Strait Islander people, with a particular focus on enhancing employment opportunities.

Developing our workforce into managers and leaders

Recognising the pivotal role managers play in supporting staff to deliver the department’s work, a number of professional development opportunities were offered to managers during the year to suit their range of experiences and responsibilities. The Transition to Manager program remains popular and well-regarded, with 397 managers taking part in 26 programs during 2008–09.

In 2008, leadership development programs were streamlined into an Annual Leadership Development Calendar, enabling staff to take a strategic, planned approach to their professional development. Thirty of the department’s potential leaders commenced the in-house executive skills program, the Leadership Bank, in October 2008. During the year, eight aspiring leaders attended the Cranlana Program Colloquium for Future Public Sector Leaders, while more than 20 people participated in the Australian and New Zealand School of Government executive programs.

Other development opportunities offered to future and current leaders of the department included executive officer forums, secondments, higher duties, mentoring and coaching. During the year, 362 VPS 6 staff and equivalent managers completed the 360 degree feedback program.

Profile of the department's workforce

Head Count and FTE Summary

Gender, Age & Officer Type

Breakdown of Work Arrangements