Employees work for the department for a number of reasons, including;
- Contributing to our mission of empowering communities to build a fairer and safer Victoria.
- Career progression: we offer opportunities from entry level to executive, and the Department is a place where people can begin and consolidate their careers, doing work that is meaningful for the community.
- Competitive salaries for opportunities at all levels. The department also offers salary packaging.
- A diverse and inclusive workplace; Victoria is home to one of the most diverse societies in the world and our workforce aims to reflect this. Read more about Diversity and Inclusion at the department.
- Extensive leave provisions to balance work and personal life.
- Wellbeing and flexibility; The department is committed to providing a range of flexible working arrangements to give employees a meaningful level of control over when, where and how is accomplished and offers wellbeing supports for frontline and corporate staff.
- Learning and development opportunities, including a range of leadership and management training opportunities for frontline and corporate staff to build your career in the department and the Victorian Public Service.
Explore the benefits of working for the Department of Families, Fairness and Housing in further detail below;
Entry Level to Executive
A key feature of the Department is our various opportunities at entry level for those looking to start their careers. Entry level roles are available across the areas of Child Protection, Housing Services and Forensic Disability Services. Read more about opportunities in these areas;
The Department also has senior appointments at executive level. You can find out more about executive employment in the Victorian Public Service on the Victorian Public Sector Commission website.
Metropolitan and Regional Locations
The Department operates across the state of Victoria, and has offices located regionally and in Metropolitan Melbourne. Applicants across the state are encouraged to apply. See a list of our office locations.
Student Placements and Graduate Programs
The Department is proud to offer a number of employment programs, internships and mentorships to attract talent and support alternative pathways into employment within the Victorian Public Service. Pathways are available for students, graduates, people with disability and Aboriginal and Torres Strait Islander people. Find out more about our Employment programs and pathways.
The Department offers competitive salaries under the Victorian Public Sector Enterprise Agreement. Under this agreement, employees of the department are also entitled to the following benefits;
The department offers salary packaging through our partners SG Fleet and SmartSalary. Through salary packaging you can pay for certain items with your pre-tax salary through a third-party supplier. This arrangement reduces your taxable income, meaning you may pay less tax on your income.
Fulltime and part time employees are eligible to use salary packaging. This includes, but is not limited to;
- Novated motor vehicle lease
- Health insurance premiums
- Disability or income protection premiums
- Fees for purchasing professional financial advice
- Work related home office expenses
- Purchase of a personal digital assistant, laptop or notebook computer
- Mobile phones, accessories and call costs
- Work related professional membership and subscriptions
- Self-education expenses
- Additional or top up superannuation to funds other than Vic Super of Health Super
- Superannuation deductions to defined benefit schemes
Individuals should seek independent financial advice. Further information can be found on the Australian Taxation Office website.
Annual Mobility Payment
Employees will receive an annual lump sum mobility payment as per the VPS Agreement 2020. This amount varies based on classification.
Annual Performance Review
All ongoing and fixed term employees employed under the VPS Agreement 2020 must complete a Performance Development Plan (PDP) under Section 29 of the agreement. The PDP is a 12-month planning, implementation and review cycle that starts on 1 July and ends on 30 June every year.
Under the current VPS Agreement employees receive salary increases at intervals set out in the Agreement, usually once or twice a year.
Provision for Higher Duties
A higher duties allowance will be paid where an employee is required to undertake all or part of the duties of a higher classified position for a period of longer than five consecutive working days or where the employee works in the higher classified position on a regular and systematic basis.
Child Protection Practitioners – Specific Benefits
Employees in Child Protection are entitled to some specific benefits under the VPS Agreement 2020. These are:
- Reasonable and necessary costs, as determined by the employer will be reimbursed in relation to a child protection practitioners clothing becoming damaged or soiled as a direct consequence of engaging in authorised duties.
- An employee employed in Rural After-Hours Child Protection Services shall be paid a stand-by/recall allowance for performing work outside ordinary working hours.
Employees can nominate to be paid into more than one account.
A language allowance is payable where an employee, in addition to their normal duties, agrees to be appointed by the employer to use their skills in a second language to assist members of the public who have low English proficiency. The following conditions apply;
- the Employee must hold a current accreditation from the National Accreditation Authority for Translators and Interpreters (NAATI); and
- the Employee will be paid an annual allowance payable in fortnightly instalments depending on their level of accreditation.
Reimbursement of expenses
The Employer will reimburse the Employee for the Employee’s reasonable out of pocket expenses actually and necessarily incurred in the course of their authorised duties. This may include:
- Travel, accommodation, meals and other incidental expenses associated with overnight absence from home or part day absence from the normal work location.
Discounted myki and V/Line rail cards
The Department’s Rail Commuter Club offers employees discounted myki and V/Line passes via fortnightly salary deductions. Metropolitan myki cards are available at a 10 percent discount off the 365-day price. V/Line passes provide 365-days of travel for the cost of 325 days, offering 40 days of free travel.
The department, under the Victorian Public Service Agreement 2020 provides a number of leave entitlements to employees under the following categories;
General Leave Entitlements
Under the VPS Agreement, employees, other than casual staff, are entitled to 4 weeks paid annual leave for each year of employment. Annual leave loading of 17.5% applies when annual leave is taken.
Employees also have the option to cash out annual leave reducing their balance to no less than 4 weeks once in the lifetime of the Agreement.
Public Holiday Leave
The VPS Agreement 2020 allows Employees, with the agreement of their Employer, to substitute a prescribed public holiday for another day to observe a religious or cultural occasion or like reason of significance to the Employee.
Employees are entitled to paid personal/carer’s leave due to personal illness or injury of themselves or an immediate family member, unexpected emergency or attendance of a medical appointment. A full-time employee is entitled to paid personal/carer’s leave of 114 hours, and part time employees a pro-rata amount based on their hours of work.
An employee, other than a casual employee, is entitled to up to three days paid compassionate leave on each occasion when a member of the employee’s immediate family or member of their household contracts or develops a personal illness or sustains an injury that poses a serious threat to their life or in the event of a death.
Extended Leave Provisions
Child Protection Practitioner Leave
As per the VPS Enterprise Agreement 2020, child protection staff receive the following extended leave provisions:
- 15 days of personal/ carer’s leave
- 5 days of professional development time per year
- An extra 5 days of annual leave is granted after 12 months of service to CPP3 – CPP6 and CYF Grade 2 to CYF Grade 6 level employees
Employees other than casuals may apply to purchase additional weeks of purchased leave in each calendar year. VPS employees are not limited to the number of weeks that may be purchased; however it is recommended that purchased leave be limited to a maximum of eight weeks.
Leave subject to approvals or tenure
Some leave provisions or entitlements are available to employees subject to approval or dependant on tenure. These include but are not limited to;
- Cultural and Ceremonial leave
- Family Violence leave
- Foster and Kinship Care leave
- Gender transition leave
- Leave to participate in the First People’s Assembly of Victoria
- Long Service Leave
- Parental leave
- Pre-natal leave
- Study leave
- Surrogacy leave
Recognition of Prior Service
An employee with previous employment in the VPS, or with another eligible employer, where that service concluded within 12 months of the commencement or re-commencement of employment in the Department of Families Fairness and Housing will have that period of service recognised for the purposes of calculating long service leave (LSL) entitlements.
Leave at half-pay
Employees can apply for leave on half pay for annual leave, compassionate leave, personal/carer’s leave, long service leave and parental leave, subject to approval.
The Department of Families, Fairness and Housing has a range of employee wellbeing supports available to our staff and in some cases their immediate family members. The Department is also committed to providing a range of flexible working arrangements to give employees a meaningful level of control over when, where and how work is accomplished.
Examples of flexible working arrangements, subject to business approval include;
• Right to request flexible working arrangements such as a 9-day fortnight
• Ability to negotiate part-time working arrangements
• Hybrid working, between office 2 days a week and home 3 days a week
Employee Wellbeing & Support Program
Offered by Converge International, this is a free and confidential service that provides a range of supports services, tools and strategies to address a range of work-related and personal issues such as employee assist, career assist, legal assist, conflict assist, money assist, nutrition and lifestyle assist.
A dedicated coaching service is also offered to all people managers and leaders.
Services offered under the department Employee Wellbeing and Support Program extend to immediate family members.
Health & Wellbeing Portal
The Health & Wellbeing Portal offered by Converge International provides a collection of resources and material focused on physical and psychological wellbeing.
Peer Support Network
The Peer Support Network is an employee support model that offers informal and confidential support at short notice to employees. Peer supporters are departmental employees who volunteer their time to support their colleagues in addition to their substantive role.
Child Protection Wellbeing Program (CPWP)
The Child Protection Wellbeing Program (CPWP) is a wellbeing program tailored specifically to support the mental health and wellbeing of the child protection workforce. This includes individual counselling by experienced mental health clinicians, group-based wellbeing supports, critical de-briefing, wellbeing training and a range of webinars, podcasts and online resources.
Child Protection Health Program (CPHP)
The Child Protection Health Program (CPHP) provides every Victorian Child Protection Practitioner access to free confidential advice and referral to an independent, accredited health provider. This program provides Child Protection Practitioners with up to six funded, face-to-face counselling sessions per issue, per year.
Aboriginal Social & Emotional Wellbeing Program
The Aboriginal Social and Emotional Wellbeing Program is a free and confidential service provided by the Victorian Aboriginal Health Service (VAHS) and is available to all Aboriginal and Torres Strait Islander staff and can assist with exploring challenges, facilitating healing and developing strategies to address identified issues in a culturally safe way.
Family Violence Support
The department is committed to promoting a workplace and community free from all forms of violence. Employees experiencing family violence are actively supported with special leave options, dedicated counselling services, flexible work arrangement and workplace support planning.
The department offers all staff access to receive an annual flu vaccination in the lead up to each flu season. The vaccinations are offered between April and July.
Fitness Passport is a dedicated workplace health and fitness program available to DFFH staff, their partner and dependents under the age of 18. The department has partnered with Fitness Passport to provide exclusive access to a significantly discounted fitness membership, tailored to the gyms and pools you want to use.
At the department, learning and development activities are offered in a variety of formats and from different specialist areas including People and Culture, frontline practice, emergency management and business teams. Learning and development is for new or experienced staff and gives you the skills to perform your role effectively and build your career within the department and VPS, as a business professional, or a frontline staff member in Child Protection, Forensic Disability or Housing.
New Starter Learning & Development – All Staff
Corporate Orientation question and answer (Q&A) sessions are run every fortnight on a Wednesday and are targeted to all new starters, regardless of their role at the department. The sessions provide an overview of the Victorian Public Service (VPS) and Victoria’s system of government, our department’s role within the VPS, our organisational structure, our Compliance Essentials training including code of conduct and values, our strategic plan, and information on health safety and wellbeing, learning and professional development and our corporate applications.
New Starter Learning & Development – Frontline Staff
Frontline staff, as well as being able to attend the new starter orientation, are provided with specific induction programs relevant to their specific business area.
Child Protection Practice Induction Program
The CPP3-6.5 Practice Induction Program will commence in 2024 for all new child protection practitioners, replacing the existing Beginning Practice program. The program is delivered over a five-week period and equips new practitioners with the necessary practice knowledge and skills to commence their careers in child protection.
Housing Practice New Starter Induction and Support Programs
HSO New Starter Induction and Support Program
This interactive program equips all new Housing Services Officers (HSOs) with the skills, knowledge and confidence to do their job. It comprises of 3 phases and uses a blended learning approach combining eLearning, instructor-led classes (either in-person or via interactive webinar), coaching/buddy support, and Team Leader supervision and support.
FSO New Starter Induction and Support program
This interactive program equips all new Field Services Officers (FSOs) with the skills, knowledge and confidence to do their job. It comprises of 3 phases and uses a blended learning approach combining eLearning, instructor-led classes (either in-person or via interactive webinar), coaching/buddy support, and Team Leader supervision and support.
Forensic Disability Services New Starter Programs
FRS New Starter Induction and Support Program
This interactive program equips all new Forensic Residential Services (FRS) staff with the skills, knowledge and confidence to do their job. It comprises of 2 phases uses a blended learning approach combining eLearning, instructor-led classes (either in-person or via interactive webinar), coaching/buddy support, and Team Leader supervision and support.
DJC New Starter Program
This interactive program equips all new Disability Justice Coordinators (DJC) with the skills, knowledge and confidence to do their job. It comprises of 1 phase, using instructor-led classes, delivered in-person.
Further Learning & Development
Professional Development and Wellbeing for Frontline Staff
The Professional Development and Wellbeing unit delivers professional development and wellbeing opportunities for Housing, Forensic Disability and Child Protection staff.
The range of programs available will provide you with the skills and capabilities required to perform your frontline role effectively and build your career by:
- Supporting you to plan your development using a capability framework designed for your workforce
- Provide engaging, high-quality learning and wellbeing programs and resources relevant to your role
- Supporting you to advance your career as a practitioner, manager or leader
- Enhance your wellbeing and cultural safety in the workplace.
Leadership and Employee Development
At DFFH we are committed to developing our employees and enhancing capability. Development and growth is discussed and planned with direct managers for the year ahead taking into consideration current roles and future aspirations. A variety of programs and courses are offered regularly to suit all development needs including options to source externally delivered training through organisations understanding our government context. Developing and equipping our leaders with all the tools, resources and support they need to help them lead and manage our DFFH staff is important to us. Leaders will have access to available training and a wide variety of leadership and executive leadership development opportunities.
LinkedIn Learning provides on-demand access to more than 7,000 video tutorials covering business, creative and technology topics, available to DFFH staff.