Flexible Work for the Teaching Service is available on the Policy and Advisory Library at: Flexible Work - Teaching Service
The Department is implementing the new Victorian Government Flexible Work Policy which replaces the 'all roles flex policy'. The Department supports all employees having some form of flexibility.
The Victorian Government Flexible Work policy applies to VPS employees. Policies and guidance for school staff can be found on the Flexible Work – Teaching Service page, linked at the top of this page.
A series of guidance notes are being developed at the whole of Victorian Government level to support implementation of the policy across departments and agencies.
Guidance Note 1 shifts the pre-pandemic starting position of five days a week in a primary office location to a starting position of three days in that location, acknowledging that the majority of staff have been working full-time remotely for nearly 12 months during the coronavirus (COVID-19) pandemic. Click below to review the Whole of Victorian Government Frequently Asked Questions on Guidance Note 1.
- Guidance Note 1 (WORD)
- Frequently Asked Questions (on Guidance Note 1) (WORD)
Guidance Note 2 establishes the whole of Victorian government position on interstate or international remote working for Victoria Public Service (VPS) office-based employees. Employees may be supported to temporarily work interstate for up to three months within a 12-month period in some circumstances however, employees will not be supported to work from an international location.
The VPSC has also released a statement on workplace adjustments as a reminder that the Flexible Work Policy does not affect the right of an employee with disability to reasonable workplace adjustments and of the importance of ensuring employees with disability continue to be provided reasonable adjustments and are well supported.
- Statement on Workplace Adjustments for employees with a disability (WORD)
With this as a starting point, corporate teams and managers can discuss what types of flexibility will support the delivery of business objectives, support staff preferences and recapture the benefits of spending face to face time with colleagues, including mentoring and networking opportunities.
Flexible Work Agreements
Existing flexible work agreements can continue as normal. The new policy presents a good opportunity for managers and staff to review existing arrangements to confirm them or discuss improvements.
The need for formal flexible work agreements under the new policy is currently under consideration. The Department is currently trialling flexible and hybrid working arrangements until 30 June 2021, with new agreements not required during this time.
The decision to trial flexible work arrangements should align to the policy principles and be agreed between the manager and the employee with the arrangement being mutually acceptable.
The Department will continue to work through implementing the Flexible Work Policy and guidance notes and update this page as required. To provide some immediate assistance to managers and staff to discuss and consider hybrid and flexible modes of working, resources for the previous policy (i.e. which have not yet been updated) are provided below. These resources are currently under review in line with the new policy and if there is any inconsistency with the new policy or guidance notes, please refer to the new supporting resources documents.
Policy, Guidelines & Forms