Unless stated otherwise, this workforce data shows you numbers as at June 2022.
This data doesn't show the machinery of government changes that came into effect on 1 January 2023.
You can use the dropdown menu at the bottom of each chart to filter the data sets.
For some visuals, we give you a breakdown of the data by:
The industry groups are:
At the end of this page, find Excel datasets for June 2018 to June 2022.
Read more about how we define the public sector or see the full list of public sector agencies.
Executive gender pay gap, at June 2022:
Executive median pay at June 2022:
Executive remuneration is the total remuneration package (TRP) given to executives. The TRP includes:
Read more about the Victorian Independent Remuneration Tribunal and executive remuneration.
In 2020 the Victorian Independent Remuneration Tribunal made remuneration bands for all public sector executives and public entity executives. The bands are updated each year.
This data doesn’t show any changes that came into effect on 1 July 2022.
For Chief Executive Officers employed by a public entity, the minimum remuneration package is classified as Senior Executive Service (SES) 1 but starts at $139,007 per annum.
| Classification | Minimum total remuneration package ($) per annum | Maximum total remuneration package ($) per annum |
|---|---|---|
| SES 1 | 199,014 | 257,111 |
| SES 2 | 257,112 | 370,331 |
| SES 3 | 370,332 | 493,229 |
Using Victorian Public Service executives as an example, this is how we measure the pay gap:
So the pay gap for executives in the Victorian Public Service is 8.8%.
We only report the gender pay gap in a binary way (men and women) because the number of employees with self-described gender identity is currently too small to analyse.
Victorian Public Service median executive pay at June 2022:
Public entity median executive pay at June 2022:
The gender pay gaps continue to favour men, changing from:
The gender pay gap for Victorian Public Service executives rose to 8.8% from 6.6% at June 2020 primarily due to:
We use the median or 'middle' point to calculate the gender pay gap because it's less influenced by extreme salaries or outliers. The median remuneration for public sector executives in 2022 is the base of the Senior Executive Service-2 (SES-2) remuneration band at $257,112. This is driven by the number of newly appointed executives who started at the base SES-2 remuneration band.
The mean or average gender pay gap is 3.4% or $9,601. This is because of the higher proportion of men earning very high salaries (mainly chief executive officers).
The average pay gap favours men in all classification bands. The largest gap is 5.7% or $26,118 in the SES-3 pay band.
The Major Transport Infrastructure Authority (MTIA) sits within the Transport portfolio.
It's responsible for infrastructure projects including:
Due to the nature of these projects, MTIA employs a large number of high-paid executives. Most of them are men.
This has a large impact on the overall executive remuneration pay gap.
If MTIA executives were excluded, the median gender pay gap for executives would:
This table shows how including and excluding the Major Transport Infrastructure Authority (MTIA) impacts the executive gender pay gap in the public sector.
Find out more in the Department of Transport annual report 2021-22.
| Responses for | Median remuneration of women | Median remuneration of men | Pay gap as an amount | Pay gap as a percentage |
| Victorian Public Service (including MTIA) | $234,490 | $257,112 | $22,622 | 8.8% |
| Victorian Public Service (excluding MTIA) | $231,790 | $245,517 | $13,727 | 5.6% |
| Overall public sector (including MTIA) | $241,096 | $257,112 | $16,016 | 6.2% |
| Overall public sector (excluding MTIA) | $240,063 | $254,478 | $14,415 | 5.7% |
This data set covers June 2018 to June 2022.
We source this data from our annual workforce and executive data collections that cover over 1,800 Victorian public sector employers.
This file has the following executive profile measures for the Victorian public sector:
It also has: