Retaining public sector workers takes more than recruitment advertising

Victoria’s Attraction and Retention policy requires public sector employers to have a workforce strategy suited to their operational needs, developed in consultation with relevant unions. The aim is to attract and keep the skills needed for current and future services.

The policy asks employers to consider workforce planning, career development, meaningful work, flexibility and work-life balance. It recognises that priorities differ between roles and stages of working life. It does not create an automatic retention payment for every employee: implementation must operate within the government’s industrial-relations and funding framework. Read the official Attraction and Retention policy.

Turning a staffing concern into a useful question

For corrections workplaces, ask how the employer’s strategy addresses the reasons experienced officers leave and the support needed for newer staff to remain. Keep recruitment numbers separate from retention: hiring more people does not, by itself, show that experienced workers are staying.

Useful questions include who was consulted, what workforce risks were identified, which actions have been agreed and how progress will be assessed. Raise documented operational concerns through the appropriate workplace channels without circulating confidential staffing or prisoner information.

The policy is a framework for employer planning and bargaining. A personal claim to an allowance, roster change or development opportunity still needs to be checked against the applicable agreement, policy and employment circumstances.

This is general information, not legal advice.

*Source checked 13 November 2026.*