The Victorian public service (VPS) relies on employees, contractors and consultants who are appropriately qualified, competent and act in the public interest.
To achieve this, VPS agencies and departments must have effective personnel security measures, including employment screening. If properly implemented, these measures help to control fraud and corruption risks during recruitment and maintain the integrity of the VPS.
| ACIC | Australian Criminal Intelligence Commission |
| COI | conflict of interest |
| DELWP | Department of Environment, Land, Water and Planning |
| DET | Department of Education and Training |
| DHHS | Department of Health and Human Services |
| DJCS | Department of Justice and Community Safety |
| DJPR |
Independent assurance report to Parliament
Ordered to be published
VICTORIAN GOVERNMENT PRINTER May 2020
PP No 130, Session 2018–20
Dear Presiding Officers
Independent assurance report to Parliament
Ordered to be published
VICTORIAN GOVERNMENT PRINTER November 2019
PP No 97, Session 2018–19
Dear Presiding Officers
Independent assurance report to Parliament
Ordered to be published
VICTORIAN GOVERNMENT PRINTER November 2019
PP No 95, Session 2018–19
Dear Presiding Officers
Figure C1
Training provided to staff—by department
|
Department |
Induction |
Separate sexual harassment training (online) |
Face-to-face training |
|---|
Figure B1
Key legislative requirements and guidance material
|
Instrument |
Requirements / Guidance |
|---|---|
|
Equal Opportunity Act 2010 (Vic) |
Mandatory compliance |
We have consulted with DELWP, DET, DHHS, DJCS, DJPR, DoT, DPC, DTF, VEOHRC, VPSC and WorkSafe Victoria, and we considered their views when reaching our audit conclusions. As required by the Audit Act 1994, we gave a draft copy of this report, or relevant extracts, to those agencies and asked for their submissions and comments.
Responsibility for the accuracy, fairness and balance of those comments rests solely with the agency head.
Responses were received as follows:
Departments have a duty under the Equal Opportunity Act 2010 to take steps to eliminate sexual harassment in the workplace. This is a positive duty, which means they are legally obligated to take reasonable and proportional steps to provide a working environment that is free from sexual harassment. To do this, departments need to have effective prevention strategies, as shown in Figure 4A.
Figure 4A
Prevention strategies
When staff make a sexual harassment complaint, departments should respond quickly and effectively. To do this, all departments need a response framework that: