In consultation with department secretaries, we have created these KPIs to monitor public sector performance, progress and improvement areas for the coming years.
The public sector has a critical role in:
Our workforce can deliver the best outcomes for Victorians when we:
Monitoring progress over time is one way to look for opportunities to grow and evolve.
To track these KPIs, we compare the 2024 results with:
We don't compare with the People matter survey 2022 data because the list of participating organisations was smaller and 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.
Response rates are based on the number of employees at organisations who took part in the People matter survey 2024.
Note: Victorian government schools don't participate in the People matter survey.
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 their community.
The Victorian public sector launched the 5-year Aboriginal Employment Strategy Barring Djinang in 2017.
In 2025, the new Barring Djinang: First Peoples Workforce Development Framework was launched as a 4-year strategy to enhance Aboriginal employment outcomes across the Victorian public sector.
We estimate the number of Aboriginal and/or Torres Strait Islander employees using workforce data and the People matter survey 2024 results for the public sector.
In 2024, we refined how we estimate the percentage of employees who identify as Aboriginal and/or Torres Strait Islander. As a result, we don't directly compare 2024 data to 2023.
Note: The whole public sector results do not 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 12% representation of people with disability in the Victorian Public Service by 2025.
We estimate the number of employees with disability using workforce data and the People matter survey 2024 results.
The whole public sector results for 2024 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.
*These numbers exclude respondents who don't directly work with ministers or their office.
In 2024, employees were asked separately whether they agree:
Responses to 'My workgroup gives frank and impartial advice to their managers and leaders' were:
Responses to 'My workgroup gives frank and impartial advice to their ministers' were:
The results above exclude the respondents who didn't directly work with ministers or their offices.
In 2023, the People Matter survey asked whether employees agreed their workgroup gives frank and fearless advice to managers, leaders (including the Minister, where applicable). The difference in wording means this question is not directly comparable to the 2024 results.
For reference, in 2023, the responses from all VPS respondents to ‘My workgroup gives frank and fearless advice to managers, leaders (including the Minister, where applicable)’ 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:
I feel safe to challenge inappropriate behaviour at work
People in my workgroup are able to bring up problems and tough issues.
Due to rounding, numbers may not 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.