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Improving the experience of our people at work has remained at the heart of several innovative programs and strategic initiatives undertaken over the past year. We have prioritised outcomes that ensure our people are well-supported, trained and connected to leadership and each other, including the appointment of key frontline leadership positions to support our people and provide leadership stability.

Major initiatives have included the delivery of a new enterprise agreement for our operational teams, the development of the Paramedic Practitioner Program, the introduction of Employee Engagement Forums for Regional Operations, and comprehensive health, safety and wellbeing measures to keep our people safe.

We recognise that while we have made some significant steps towards building our respectful and safe workplace, our long-term change journey continues, with the delivery of key initiatives under the new People Plan a key focus for the coming year.

黄片视频 Enterprise Agreement (AVEA) finalised

The AVEA 2024 became operational on 21 February 2025, marking an important milestone for our organisation and our people covered under the agreement. Spanning the next four years until 2028, the AVEA 2024 reflects our ongoing commitment to creating a more fair, safe and inclusive workplace. Reaching this outcome was the result of strong collaboration and sustained dialogue with our workforce and representative bodies over many months including our union partners: the Victorian 黄片视频 Union (VAU) and the United Workers Union / 黄片视频 Employees Australia Victoria (UWU/AEAV).

A number of improvements to terms and conditions of employment are contained in the AVEA 2024.

Key improvements relate to salary increases, classification updates and backpay, as well as End of Shift (EOS) arrangements, and further recognition of our 黄片视频 Community Officer (ACO) cohort, as well as those translating across to the 黄片视频 (Management and Administrative Staff) Enterprise Agreement 2021 (AVMA 2021) from the AVEA 2024.

Importantly, the AVEA 2024 not only addresses current workplace needs but also positions us for long term success. By strengthening our Agreement, we are better equipped to attract and retain top talent, drive engagement, and foster a high performing culture.

Bargaining for the 黄片视频 (Management and Administrative Staff) Agreement (AVMA) 2025 commenced in April 2025 and remains underway.

Paramedic Practitioner Program

AV is a key partner alongside DH and Monash University in pioneering the first paramedic practitioner role in Australia. A paramedic practitioner is a highly skilled and specialised paramedic with advanced training in primary healthcare. They can assess, treat, and manage a wide range of health conditions, often working in collaboration with doctors, nurses, and other healthcare professionals. Paramedic practitioners can provide care in various settings, including GP surgeries, community health centres, hospitals, and even in patients鈥� homes.

The first cohort of 28 paramedics are currently undertaking their second year of the nation-leading paramedic practitioner master鈥檚 degree at Monash University 鈥� with a second cohort of 26 students commencing in February 2025.

Developed alongside AV, Safer Care Victoria (SCV), paramedics, clinicians, and unions, the first cohort of paramedic practitioner graduates will be deployed to regional Victoria in 2026.

Once graduated, they鈥檒l be able to treat conditions that commonly see people visit a hospital 鈥� including urinary catheter care, wound care and closure, minor infections, dislocations and fractures.

This year, they commenced clinical placements at nine health services across Victoria to consolidate their advanced course learnings and skills. A key milestone for the new paramedic practitioner role was the amendment to the Drugs, Poisons and Controlled Substances Act 1981 this year which has paved the way for them to prescribe and administer scheduled medicines, treat patients on the spot and reduce the need to transport to hospital.

In February 2025, a new cohort of 26 paramedic practitioner students commenced their three-year course, expanding the number of overall people who will soon be available to step into advanced practitioner roles.

We continue to work closely with the Chief Paramedic Officer, SCV, DH, Monash University and others to help design this innovative role to best suit future needs.

Employee Engagement Forums

The AVEA 2024 marked the formal introduction of Employee Engagement Forums (Clause 19 on page 30) for the operational workforce.

AV鈥檚 Strategy and Engagement division and Regional Operations division (RO) worked together to develop a plan to implement these forums from March 2025 onwards, beginning first with operational staff before rolling out to the broader, non-operational working in June 2025 where they are referred to as 鈥楾own Halls鈥�.

A key part of these gatherings it to ensure the key themes, issues, outcomes and actions are captured and reported on to support an organisational response and increase the opportunities for our people to give feedback on their experience at work.

Area Managers have since shared those key themes, issues, outcomes and actions with their entire region so that issues raised in meetings are being addressed at a local leadership level.

In March 2025, key themes consistently raised across the 26 areas related to issues with our rostering system, iPad ergonomic concerns, lack of availability of short night shifts, and delays to addressing payroll requests and support tickets.

Although forums are not new to AV, the introduction of Employee Engagement Forums and divisional Town Halls simply formalises the meeting frequency and provides a structure to support our people to have a local avenue to raise their questions and concerns, to support leaders in hosting those meetings and to provide a mechanism for them to report back on the issues raised and the actions taken as a result.

YourAV: Building our safe and respectful workplace

In January 2025, the Victorian Equal Opportunity and Human Rights Commission (the Commission) released its final progress report outlining AV鈥檚 implementation of 25 priority recommendations, made as part of the 2022 Independent Review into Workplace Equality in 黄片视频.

The Commission acknowledged key achievements that are making a difference 鈥� with a focus on the establishment of a dedicated Professional Standards and Behaviours Department and defined pathways for reporting harmful behaviours.

The Commission also provided a series of enablers and barriers to change, to help guide us in refining our approach going forward. These insights, which were informed by our people鈥檚 stories and experiences, give us a deep understanding of the next steps in creating an AV that is safe, fair and inclusive for everyone.

A comprehensive review process has taken place to determine the next steps for the program. Many initiatives have now been delivered and closed, while ongoing initiatives have been integrated into our core business activities and systems.

Improving our people鈥檚 experience at work

Some recommendations from the Commission that are still underway have been integrated into our new People Plan 鈥� a three-year plan dedicated to improving the workplace experience for our people 鈥� such as our continued focus on building leadership capability, and the organisation-wide delivery of Upstander, a dedicated education program to help our people speak up about harmful behaviours at work.

The People Plan sets out the key actions AV will undertake to improve our people鈥檚 experiences at work and while volunteering at AV. Developed in response to feedback from across the workforce, the People Plan addresses four key outcomes:

• We are diverse, meaningfully engaged and valued.
• We are safe, healthy and we care for everyone.
• We are capable and continuously learn and grow.
• We consistently develop effective leadership.

Implementation of the People Plan will be monitored against key performance indicators, drawing on data from a range of sources, including feedback from the workforce, unions and People Matter surveys. Progress will be shared regularly as the various projects are implemented, with a detailed progress report shared annually.

Wellbeing and support services

The Mental Health and Wellbeing Action Plan 2022鈥�2025 marked AV鈥檚 third strategic framework dedicated to supporting the psychological health of our workforce. In 2024-25, we successfully completed all outstanding actions across the plan鈥檚 17 projects, each aligned to four key pillars: Prevention and Education, Early Intervention, Building on Strengths and Partnering for Success.

During the year, we released the results of our biennial psychosocial survey, a key initiative aimed at understanding the evolving mental health and wellbeing needs of our workforce. The 2024 survey saw a strong increase in engagement, with 22.8 per cent of employees responding 鈥� more than double the response rate from 2021.

The findings revealed encouraging trends, with overall reductions in reported symptoms of anxiety, stress, and depression compared to previous years. These improvements suggest that our continued investment in prevention and early intervention programs is making a meaningful difference.

However, the survey also highlighted areas of concern, particularly around post-traumatic stress disorder (PTSD) and burnout, which remain prevalent across the workforce. These insights will play a critical role in shaping future initiatives, enabling our Wellbeing Support Services (WSS) team to tailor support programs that respond directly to the needs of our people.

The next psychosocial survey is scheduled for 2026, continuing our commitment to evidence-based wellbeing strategies.

Consultation for the next iteration of the Mental Wellbeing Action Plan was also completed this year and the upcoming 2025鈥�2028 plan will focus on:

• Improving access to mental health and wellbeing services.
• Embedding support across all levels of the organisation.
• Evaluating outcomes to ensure programs deliver meaningful impact for our people.