We employ a workforce of diverse, talented and dedicated people from a broad range of professions and with specialised skills. Our people are adept at balancing the needs of the communities we serve with the long-term needs of our natural and built environments.
Community Charter
| Place-based community focus | Talk to you where you live, work and play, and be visible in local communities |
| Accessibility | Make sure we are easy to contact and our information is straightforward and available in a variety of different ways | |
| Flexibility | Respect the way you want to work with us, and adapt our approach according to local needs | |
Speak and listen | Active listening and understanding | Listen to and understand your views and needs and respect different opinions |
| Honesty and transparency | Be honest about what’s driving our priorities, what we can and can’t promise to do, our timelines and why decisions have been made | |
| Clarity and purposefulness | Be clear why and how we are engaging, making sure we give you real opportunities to influence and make a difference | |
| Timely and proactive | Talk to the community as early as we can, responding quickly to issues and feedback |
| Consistency | Ensure we are consistent in the way we approach decisions | |
| Closing the loop | Inform communities about the outcomes of projects and if our plans change we will let you know when this happens and why |
Be available
Take actionRead more about our Community Charter.
Our organisational pillars
The delivery of the outcomes outlined in this plan are enabled by our 5 organisational pillars.
| Our organisational pillars are: | ||
|---|---|---|
 | High performance and delivery for government - We deliver value for government and positive outcomes for Victoria. We conduct a thorough business planning process that prioritises our work to maximise effectiveness. We develop clear and precise implementation plans and monitor and evaluate our plans to ensure that we remain agile and flexible to respond to emerging risks. We transparently report our results to our stakeholders. | |
 | Self-determination of Traditional Owners and Aboriginal Victorians will be recognised and supported – DELWP will enable self-determination and is committed to transforming its systems and service delivery so that Traditional Owners and Aboriginal Victorians control decision-making over the matters that affect their lives. | |
 | Collaborative leadership and a positive culture – We will encourage the development of our current and future leaders and capitalise on the diversity of our organisation. Our corporate values drive the establishment of a vibrant and innovative workplace that adapts to the challenges of a constantly evolving environment. | |
 | Increased engagement, partnerships, and service excellence – Our staff actively work within and across organisational boundaries to develop strong relationships internally and externally. We understand community and stakeholder needs and expectations to plan and implement projects and services with their interests at the core. | |
 | Personal accountability and One-DELWP mindset in everything we do – We work as one department to put the community at the centre, with a focus on outcomes not structure. We are each accountable for helping the community get what they need, making it easy for them to navigate our structure and processes. Our people will be supported to accept increased accountability and to realise their full potential as individuals. | |
Page last updated: 31/08/21