Workforce Planning - Local Government Act 2020 Requirements

A Chief Executive Officer (CEO) must develop the first workforce plan under Section 48 of the Local Government Act 2020 within 6 months of the commencement of this section.

The CEO must develop and maintain a workforce plan that:

  • describes the organisational structure of the Council;
  • specifies the projected staffing requirements for a period of at least 4 years;
  • and sets out measures to seek to ensure gender equality, diversity and inclusiveness

A Chief Executive Officer must ensure that the Mayor, Deputy Mayor, Councillors and members of Council staff have access to the workforce plan. It is not mandated that the workforce plan be adopted by council but may be at the discretion of the CEO.

Council must ensure that the Workforce Plan complies with gender equality, diversity and inclusiveness, as prescribed by the regulations.

Below are the requirements for councils, as outlined in the Gender Equality Act 2020 and the Local Government Act 2020:

Workplace Gender Audits: As part of a workplace gender audit, councils will need to collect and report data on the gender composition of their governing body. For councils, the governing body is comprised of the Mayor and Councillors.

Gender Equality Action Plans: Councils must develop a workforce plan every four years. The workforce plan must include measures relating to gender equality.

Gender Impact Assessments: Councils will need to conduct gender impact assessment for policies, programs and services that are new or up for review and have a direct and significant impact on the public.

Examples of local government policies, programs and services that a gender impact assessment could be conducted for include:

  • Infrastructure projects such as roads, paths and lighting
  • Services such as waste collection, childcare and services for people with disabilities
  • Parks and sporting facilities management

Further information regarding gender equality and diversity requirements can be found here.

Guidance Material

Local Government Victoria, in consultation with the sector, has produced a Foundational Workforce Plan Guide to assist councils in identifying the key elements of a workforce plan. It serves as the starting point for councils to develop their own operational or strategic workforce plan based on the unique requirements of their organisation or community.

In 2018/19, Local Government Victoria and LGPro produced a workforce planning handbook. This handbook can be used as a guide for the development of the council Workforce Plan, however the information must be updated to ensure that it meets the Local Government Act 2020 requirements

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