Main navigation
The Victorian Public Sector Commission (VPSC) completed a review of executive employment and remuneration arrangements in the public sector in June 2018.
Recruiting the right people is integral to ensuring the maintenance of the Public Sector Values.
The public sector funds, delivers and regulates a range of public services on behalf of government.
Executive employment is structured in three work value levels described as bands.
Public entities are encouraged to establish policies relating to employment conditions, such as leave entitlements.
Executives may enter into a salary sacrifice arrangement as part of their total remuneration.
Superannuation is a complex area and this Handbook does not attempt to provide advice to individuals.
An executive’s performance should be reviewed regularly and employers can determine the frequency of formal reviews that best suit their operating environment.
An executive may request a review of their employer’s decision or action, or lack of action arising out of their employment contract.
An executive’s employment can end in a number of different circumstances.
Useful information about tex, remuneration, legislation, regulation and privacy.
A list of terms used in this advice.
Refer to our best practice recruitment and selection toolkit and our integrity in recruitment guides for more comprehensive guidelines on recruitment.
Relocation costs may be considered appropriate at the start and conclusion of an executive appointment and should be negotiated and agreed before the contract is signed.
Summary dismissal or immediate dismissal occurs where serious misconduct occurs.
Below is a generic step-by-step guide for human resource administrators to consider when ending the employment of an executive.
The Vehicle Costing Methodology is mandatory for the VPS and can be used as a model for public entities (including general government agencies).
A list of public health entities.
Updated 2 September 2022