In consultation with department secretaries, we have created these KPIs to monitor public sector performance, progress and improvement areas for the coming years.
It’s important to recognise and celebrate the public sector’s strengths in how it:
But there are always ways to improve.
Monitoring progress over time is one way to look for opportunities to grow and evolve.
Our workforce is best placed to deliver for Victorians when it’s engaged, acts with integrity, reflects the diversity of the community it serves and has high levels of wellbeing.
To track these KPIs, we compare the 2023 results with:
We compare 2023 People matter survey data with 2021 data because the same organisations did the survey in those years.
In 2022, the list of organisations was smaller and therefore not comparable.
We break down the KPIs in 2 ways:
Insights from the People matter survey benefit all Victorian government organisations.
Higher participation rates give us better insights into what we're doing right and where we need to improve.
The Victorian community is one of the most diverse societies in the world.
Our public sector should reflect the community it serves.
Aboriginal and/or Torres Strait Islander employees bring unique knowledge, skills, insights and expertise on the needs and aspirations of the Aboriginal community.
The Victorian public sector launched the 5-year Aboriginal Employment Strategy Barring Djinang in 2017.
The strategy has a target for Aboriginal and/or Torres Strait Islander employees to make up 2% of the VPS by June 2022. There is no target for the public sector.
We estimate the number of Aboriginal and/or Torres Strait Islander employees using workforce data and the People matter survey 2023 results for the public sector.
The whole public sector results for 2023 don't include government schools.
Getting to work is Victoria’s long-term employment plan for people with disability in the public sector.
The plan supports a target of 6% representation of people with disability in the Victorian Public Service by 2020 and 12% by 2025.
We estimate the number of employees with disability using workforce data and the People matter survey 2023 results.
The whole public sector results for 2023 don't include government schools.
Victoria's Gender Equality Strategy and Action Plan 2023 to 2027 is designed to create a gender-equal state.
We use the overall pay gap between women and men as a way to measure workplace gender equality.
A public sector that operates with integrity is critical to building trust and delivering services for the Victorian community.
We measure integrity as:
Organisations demonstrate integrity by:
This includes:
These are the full responses to the organisational integrity KPI:
Due to rounding, not all numbers will add up to 100.
Public sector employees demonstrate integrity by providing frank, impartial and timely advice to their managers, senior leaders and the Victorian Government.
The 2023 People matter survey asked VPS employees to respond to the statement 'My workgroup gives frank and fearless advice to their managers and leaders'.
The responses were:
Employees feel safe to speak up in an environment where they can raise issues and challenge inappropriate behaviours without fear of retribution.
To come up with the safe to speak up KPI, we have combined employee responses to these 2 statements:
Due to rounding, not all numbers will add up to 100.
A high employee engagement score shows employees are committed to and enthusiastic about their work. It leads to improved wellbeing, higher productivity and job satisfaction.
The employee engagement index is a score out of 100.
The engagement statements are:
The weightings for each engagement response are:
The index is the average of these scores.
Safe and healthy work environments benefit employees, employers and the Victorian community.
A safe workplace is a key outcome of the Victorian public sector mental health and wellbeing charter.
This measures the degree to which public sector employees are:
Positive wellbeing leads to higher levels of engagement and productivity. This then contributes to improved motivation and retention.
To come up with the employee wellbeing KPI, we have combined employee responses in the People matter survey about positive and negative emotions.
Employees who feel enthusiastic or happy at work:
Employees who feel worried or miserable at work:
Employees who feel enthusiastic at work:
Employees who feel worried or miserable at work:
Due to rounding, not all numbers will add up to 100.
Negative behaviours like bullying, discrimination, sexual harassment and aggression or violence have an impact on the health, wellbeing, behaviour and performance of employees. This can contribute to high-to-severe stress.
The negative behaviour KPI combines answers for bullying, discrimination, sexual harassment and aggression or violence.