There is increased supply of critical roles, which supports safe, high-quality care. Victoria is a world leader in employee experience, with a focus on future roles, capabilities and professional development.
The workforce is regenerative and sustainable, bringing a diversity of skills and experience that reflect the people and communities it serves.
As a result of a stronger workforce, Victorians receive the right care at the right time closer to home.
Goals
- Provide a safe, inclusive and well supported working environment where people feel valued, connected and empowered to effectively deliver the best patient-focused pre-hospital care.
- Continue to embed a culture of learning and improvement by building the capability of the workforce, including developing effective leadership.
- Explore new and contemporary models of care and practice, including future roles and capabilities.
AV Deliverables
1
AV will develop and implement a People Plan that sets out the goals, measures and approach for communication, engagement and recognition of employees and volunteers.
At the same time, AV will operationalise 鈥楢V Values鈥�, to improve and evaluate the engagement, trust and job satisfaction of its people.
AV will have a particular focus on strategies and initiatives that help build morale and connection across all parts of AV, supporting a safe, fair and inclusive culture.
Associated Strategic Plan outcome
1.3 Our people are capable and continuously learn and grow
Associated AV Annual Plan Initiative
People Plan
AV Achievements
AV鈥檚 People Plan 2025-2028 was approved in June 2025. The People Plan describes key actions over the next three years to improve the experiences of our staff and volunteers.
These actions are aligned to the People pillar of the AV Strategic Plan 2023-2028 and reflect feedback from across the workforce about what is most important to them.
The People Plan focuses on supporting a diverse workforce, meaningful engagement, physical and psychological safety, capability development and leadership skills.
AV is continuing to operationalise our AV Values to strengthen engagement, trust, and improve morale and connection, by embedding them into AV documentation and programs (such the Upstander program), educating leaders and promoting values via various workshops and meetings.
2
Through the People Plan, AV will respond to the findings of the Victorian Equal Opportunity and Human Rights Commission (the Commission) Phase 3 evaluation audit and People Matter Survey results.
Associated Strategic Plan outcome
1.2 We are safe, healthy and well and we care for everyone
Associated AV Annual Plan Initiative
YourAV Program
AV Achievements
AV is continuing to respond to the Commission鈥檚 findings and has commenced an integrated response alongside the People Matters Survey results.
These ongoing actions now form part of the People Plan. AV continues to make progress in resetting expectations about appropriate workplace behaviours and creating a culture that is 鈥榲alues-driven鈥� and holds people to account for unlawful and harmful workplace conduct.
3
AV will develop and deliver a range of initiatives to improve workforce safety in 2024-25 including:
- improvements to staff mental health and wellbeing support and education
- implementation of a suicide prevention model
- implementation of a psychosocial risk framework to improve knowledge of psychosocial hazard exposure and management, and
- implementation of a prevention plan to address drivers of workplace harm developed in May 2024.
Associated Strategic Plan outcome
1.2 We are safe, healthy and well and we care for everyone
Associated AV Annual Plan Initiative
Mental Health and Wellbeing Action Plan
AV Achievements
AV continued to strengthen its commitment to mental health and wellbeing through a range of initiatives aligned with its Mental Health and Wellbeing Action Plan (MHWAP) 2022鈥�2025 and broader organisational priorities addressing issues of stress and burnout.
AV developed and introduced a bespoke Suicide Intervention Response and Engagement Network (SIREN) learning package for suicide prevention.
AV鈥檚 psychosocial risk management approach details a hierarchy of controls for managing psychosocial hazards to prevent psychological harm to our people.
Preventing unlawful and harmful workplace behaviours is an ongoing responsibility of AV.
The Prevention Plan, now embedded in the People Plan, aims to support our people through increased safety, health, wellbeing, trust and morale; support the organisation by meeting legal obligations, attracting skilled workers and volunteers and increasing productivity; and support our patients through safer service delivery and improved experiences.
A range of activities across AV are focused on ensuring these prevention activities are a focal point of our work.
4
In partnership with its workforce, AV will implement changes related to the 黄片视频 Enterprise Agreement 2024.
Associated Strategic Plan outcome
1.2 We are safe, healthy and well and we care for everyone
Associated AV Annual Plan Initiative
黄片视频 Enterprise Agreement 2024
AV Achievements
AV has implemented all increases to salaries, allowances, and continues to work through back payments.
AV is working with union partners on the implementation of all employee entitlements, including the significant additional end of shift protections for operational employees, which commence from 10 November 2025.
5
AV will continue to implement the actions defined in its Gender Equality Action Plan 2022-2025 (GEAP), ensuring AV makes meaningful and material progress towards organisational gender equality.
Associated Strategic Plan outcome
1.1 We are diverse. We are meaningfully engaged. We are valued.
Associated AV Annual Plan Initiative
Gender Equality Action Plan
AV Achievements
AV continues to make progress in gender equality aligned with the Gender Equality Act 2020 (Vic) and its GEAP.
AV has established a Gender Equality Working Group to oversee GEAP implementation, launched foundational resources (including learning modules, guides and policies), developed its first Gender Pay Gap Report (offering detailed, intersectional insights) participated in the Sponsorship of Diverse Talent Program with Emergency Management Victoria and improved inclusive recruitment tools and practices.
6
Lead cultural change in local teams to create a fair, safe and inclusive culture, AV will embed tools such as Upstander program and reflective practice and build the capability of frontline leaders through leadership training and a people leader toolkit.
Associated Strategic Plan outcome
1.2 We are safe, healthy and well and we care for everyone
Associated AV Annual Plan Initiative
YourAV Program
AV Achievements
In November 2024, AV commenced rolling out the Upstander program, educating and empowering our workforce to identify and respond to inappropriate behaviours and uphold our values.
AV also launched the Leading with Respect Program aimed at preventing and addressing sexual harassment and incivility.
In addition to these new initiatives, AV is continuing to run key leadership capability programs to build leadership performance and support cultural change. These include the Leading Together Program which builds the capability of our leaders; the Team Manager Toolkit that provides resources to support managers lead, Leading Wellbeing; Health Leaders, Healthy Teams.
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