Why work for us?

Start your career

We believe in nurturing new talent. Our entry-level jobs provide a fantastic opportunity for those looking to kickstart their careers. Positions are available in:

• Child Protection
• Housing Services
• Forensic Disability Services

Advance your career

We also have senior positions at the executive level. If you’re ready to take the next step in your career, learn more about executive employment opportunities in the Victorian Public Service by visiting the Victorian Public Sector Commission website.

Locations across Victoria

The Department operates throughout Victoria, with offices in both metropolitan and regional areas. We encourage applicants from all over the state to apply. See a list of our office locations.

Student placements and graduate programs

We are dedicated to attracting talent through various programs, internships, and mentorships. Our pathways are designed for:

• Students
• Graduates
• People with disabilities
• Aboriginal and Torres Strait Islander peoples

Discover more about our Employment programs and pathways.

Join Us!

If you’re passionate about making a positive impact and eager to start or advance your career, we invite you to explore our current job openings.

Explore these roles to find your fit!

Competitive salaries

At the Department of Families, Fairness and Housing, we offer competitive salaries under the Victorian Public Sector Enterprise Agreement. Our employees enjoy a range of benefits, including:

Salary packaging

We provide salary packaging options through our partners SG Fleet and SmartSalary. This allows you to pay for certain items using your pre-tax salary, reducing your taxable income. 

Full-time and part-time employees can take advantage of salary packaging for items such as:

• Novated motor vehicle lease
• Health insurance premiums
• Disability or income protection premiums
• Fees for professional financial advice
• Work-related home office expenses
• Purchase of personal digital assistants, laptops, or notebooks
• Mobile phones, accessories, and call costs
• Work-related professional memberships and subscriptions
• Self-education expenses
• Additional superannuation contributions
• Superannuation deductions to defined benefit schemes

(Note: Individuals should seek independent financial advice. More information is available on the Australian Taxation Office website.)

Annual mobility payment

Employees receive an annual lump sum mobility payment as outlined in the VPS Agreement 2024. The amount varies based on classification.

Annual performance review

All ongoing and fixed-term employees must complete a Performance Development Plan (PDP) each year, which runs from July 1 to June 30. This helps in planning, implementing, and reviewing performance.

Salary increases

Under the current VPS Agreement, employees receive salary increases annually.

Provision for higher duties

If an employee is required to perform the duties of a higher classified position for over five consecutive working days, they will receive a higher duties allowance.

Specific benefits for child protection practitioners

Child Protection employees enjoy specific benefits, including:

• Reimbursement for reasonable costs related to clothing damage while performing authorized duties.
• Standby/recall allowances for work outside regular hours in Rural After-Hours Child Protection Services.

Additional benefits

• Splitting pay: Employees can choose to have their salary paid into multiple accounts.
• Language allowance: A language allowance is provided for employees who assist non-English speakers, subject to accreditation from the National Accreditation Authority for Translators and Interpreters (NAATI).
• Expense reimbursement: Employees can be reimbursed for reasonable, out-of-pocket expenses incurred during authorized duties, such as travel and accommodation costs.
• Discounted travel passes: Through our Rail Commuter Club, employees can access discounted myki and V/Line passes, making commuting more affordable.

We value work-life balance at the Department of Families, Fairness and Housing. Our 2024 Victorian Public Service Agreement offers various leave entitlements for employees:

General leave entitlements

Annual leave

Employees (excluding casual staff) are entitled to 4 weeks of paid annual leave for each year of employment. When annual leave is taken, a loading of 17.5% applies. Employees also have the option to cash out their annual leave, provided their balance remains no less than 4 weeks once during the Agreement’s lifetime.

Public holiday leave

With employer agreement, employees can substitute a prescribed public holiday for another day to observe a significant religious or cultural occasion.

Personal/carer’s leave

Employees are entitled to paid personal/carer’s leave for personal illness, injury, or emergencies. A full-time employee receives 114 hours of paid leave, while part-time employees receive a pro-rata amount based on their hours.

Compassionate leave

Employees (other than casuals) are entitled to up to 3 days of paid compassionate leave when an immediate family member or household member faces serious illness or death.

Extended leave provisions

Child protection practitioner leave

Child protection staff benefit from additional leave provisions, including:

• 15 days of personal/carer’s leave
• 5 days of professional development time per year
• An extra 5 days of annual leave after 12 months of service for eligible employees.

Purchased leave

Employees (excluding casuals) can apply to purchase additional weeks of leave each calendar year, with a recommended maximum of 8 weeks.

Additional leave types

Certain leave provisions are available subject to approval or tenure, including:

• Cultural and Ceremonial Leave
• Family Violence Leave
• Foster and Kinship Care Leave
• Gender Transition Leave
• Leave for participation in the First People’s Assembly of Victoria
• Long Service Leave
• Parental Leave
• Pre-natal Leave
• Study Leave
• Surrogacy Leave

Recognition of prior service

Employees with prior service in the VPS or with other eligible employers may have that service recognized for calculating long service leave entitlements.

Leave at half-pay

Employees can apply for leave at half pay for annual leave, compassionate leave, personal/carer’s leave, long service leave, and parental leave, subject to approval.

At the Department of Families, Fairness and Housing, we prioritize the wellbeing of our employees and their families. We offer a variety of supports and flexible working arrangements to help you achieve a healthy work-life balance.

Flexible working arrangements

We understand that flexibility is key to maintaining a meaningful work-life balance. Subject to business approval, employees can request a variety of flexible working options, including:

• Right to request flexible arrangements: Options such as a 9-day fortnight.
• Part-time work: Negotiate part-time working arrangements that suit your lifestyle.
• Hybrid working: Work in the office 2 days a week and from home 3 days a week.

Employee wellbeing & support program

Our Employee Wellbeing & Support Program, offered by Converge International, provides free and confidential services, tools, and strategies to address a range of work-related and personal issues, including:

• Employee assistance
• Career support
• Legal advice
• Conflict resolution
• Financial guidance
• Nutrition and lifestyle advice

A dedicated coaching service is also available for people managers and leaders. Importantly, these services extend to immediate family members.

Health & wellbeing portal

Access our Health & Wellbeing Portal, also provided by Converge International, to explore resources focused on physical and psychological wellbeing.

Peer support network

Our Peer Support Network connects employees with volunteer colleagues who provide informal and confidential support when needed. This network fosters a supportive environment within the department.

Specialized wellbeing programs

• Child Protection Wellbeing Program (CPWP): Tailored support for child protection staff, offering individual counselling, group-based wellbeing support, critical debriefing, training, and access to webinars and podcasts.
• Child Protection Health Program (CPHP): Provides Victorian Child Protection Practitioners with up to six funded, face-to-face counselling sessions per issue, per year, along with free confidential advice and referrals to accredited health providers.
• Aboriginal social & emotional wellbeing program: A free, confidential service offered by the Victorian Aboriginal Health Service (VAHS) for Aboriginal and Torres Strait Islander staff, focusing on culturally safe support for mental health and healing.

Family violence support

We are committed to creating a workplace free from violence. Employees experiencing family violence are supported with special leave options, dedicated counselling services, flexible work arrangements, and workplace support planning.

Additional health initiatives

• Flu vaccinations: All staff have access to an annual flu vaccination during the flu season (April to July).
• Fitness passport: A health and fitness program offering discounted memberships for DFFH staff, their partners, and dependents under 18, providing access to various gyms and pools.

At the Department of Families, Fairness and Housing, we prioritize learning and development to equip our staff with the skills needed to excel in their roles. Our diverse training offerings cater to both new and experienced employees across various specialist areas, including People and Culture, frontline practice, emergency management, and business teams.

New starter learning & development – all staff

Corporate orientation

We host Corporate Orientation Q&A sessions every fortnight on Wednesdays for all new starters. These sessions provide an overview of the Victorian Public Service (VPS), our department’s role, organizational structure, Compliance Essentials training, and information on health, safety, and wellbeing.

New starter learning & development – frontline staff

Frontline staff receive tailored induction programs specific to their roles:

• Child protection practice induction program: A five-week program designed for new child protection practitioners to build essential knowledge and skills.
• Housing services induction programs:
  • Housing Services Officer (HSO): An interactive three-phase program using a blended learning approach, including eLearning, instructor-led classes, and coaching.
  • Field Services Officer (FSO): Like the HSO program, designed to equip new FSOs with the necessary skills and confidence.
• Forensic disability services induction programs:
  • Forensic Residential Services (FRS): A two-phase program with a blended learning approach.
  • Disability Justice Coordinator (DJC): A one-phase program delivered through in-person classes.

Ongoing learning & development

Professional development and wellbeing

Our Professional development and wellbeing unit offers tailored programs for Housing, Forensic Disability, and Child Protection staff, including:

• Development planning using a tailored capability framework
• High-quality learning and wellbeing resources
• Career advancement support for practitioners, managers, and leaders
• Enhancements to workplace wellbeing and cultural safety

Leadership and employee development

We are committed to nurturing our employees’ growth. Development discussions with managers focus on current roles and future aspirations. We offer various programs and courses, including external training options, to support leadership skills and executive development.

LinkedIn learning

Access over 7,000 video tutorials on business, creative, and technology topics through LinkedIn Learning, available to all DFFH staff for on-demand learning.