Our ability to deliver fair and efficient revenue management services relies on having a highly engaged, customer-focused, innovative and agile workforce.
Our People, Culture and Capability Strategy ensures we continue to meet our strategic goal of encouraging and developing excellence in our people. A diverse, safe and respectful workplace means our people can give their best to the community they serve.
In 2025–26:
- we employed 974 people (931 full-time equivalent)
- we welcomed 56 new starters and provided 335 internal career opportunities
- our staff completed an average of 27 learning hours
- we continued to implement actions from our Diversity and Inclusion Framework, Positive Workplace Action Plan, Mentally Healthy Action Plan, Gender Equality Action Plan and Disability Action Plan.
People and performance
As a leading government employer, we continue to demonstrate strong performance against key benchmarks.
The annual People Matter Survey outlines our performance against other organisations in the Victorian Public Service (VPS). The comparator group is made up of a range of other VPS organisations, including major departments.
Our performance is consistently above the VPS average on key metrics, including:
- ‘I would tell people my workplace is a good place to work’ (82% for the SRO, compared to 68% for the VPS comparator group)
- organisational integrity (76% for the SRO, compared to 73% for the VPS comparator group)
- staff engagement (72% for the SRO, compared to 69% for the VPS comparator group).
Recognising our people
We are committed to providing a positive working environment where staff are supported, valued and want to stay.
People stay with us for 9 years on average, and 29% of our staff have worked with us for 10 years or more. People Matter Survey results show 57% of SRO respondents plan to stay 5 years or more.
Our annual Dedicated Service Awards recognise the loyalty of our long-serving staff. In 2025–26, we celebrated:
- 24 people who reached 10 years of service
- 15 people who reached 20 years of service
- 5 people who reached 30 years of service
- 3 people who reached 40 years of service
- one person who reached 50 years of service.
Our corporate awards program continued to acknowledge the great work of our staff. The awards pay tribute to individuals or teams who deliver new initiatives, increase efficiency, display teamwork and leadership, and demonstrate our behaviours and values.
Over the past 12 months, we offered 335 internal career opportunities (30 promotions, 67 transfers and 238 higher-class duties).
In 2025–26, our turnover was 7.7% for permanent staff who retired or chose to pursue other opportunities.
Diversity
In 2025–26, we published a new Diversity and Inclusion Framework. We continue to implement actions from this framework – as well as our Gender Equality Action Plan and Disability Action Plan – to foster a diverse and inclusive workforce.
We measure our diversity and inclusion achievements through People Matter Survey results and human resources data.
- 20% of respondents to the People Matter Survey were born overseas.
- 15% of respondents to the People Matter Survey were aged 55 or older.
- 56% of our workforce is female, and women hold 47% of leadership and management positions.
- In the People Matter Survey, inclusion was rated 83% compared to 80% for the VPS comparator group.
In 2025–26, we employed 5 interns from Vision Australia and the Australian Disability Network, helping people with a disability gain valuable workplace experience and supporting a more inclusive workplace. One stayed on in a permanent role.
Learning and development
We continue to invest in our people by offering a wide range of learning resources and development opportunities.
Over the past 12 months, staff completed 25,166 hours of learning – an average of 27 hours per full-time equivalent.
Throughout 2025–26, we:
- launched the Learning Hub, a central resource to support employee learning and development
- delivered a new leadership development program focused on practical leadership skills
- partnered with subject matter experts to provide family and domestic violence training
- enhanced our performance and development plan process
- provided 11 compulsory learning modules covering topics such as cybersecurity, professional behaviours, information security, privacy and confidentiality, sexual harassment, conduct and ethics.
In the People Matter Survey, 84% of respondents agreed they develop and learn in their role, compared to 70% for the comparator group.
Health and safety
Taking effect in December 2025, the Occupational Health and Safety (Psychological Health) Regulations 2025 create new obligations for workplaces across Victoria to protect employees from psychological injury.
In response, we delivered updated training for all managers and staff and published a new Psychological Health Regulations Action Plan. These steps build upon the significant amount of work we already do to ensure a safe, healthy and inclusive workplace for our people.
Our workplace safety benchmarks align with the Safe Work Australia measures. We had 2 new claims in 2025–26, against a target of 3. Our WorkCover premium rate is 0.7593%.