Workforce data
The ARBV employed 11 staff (9.2 full time equivalent) on 30 June 2026, compared to 13 staff (10.8 full time equivalent) on 30 June 2025. Appendix 1 provides further details about the ARBV’s employment levels in June 2025 and June 2026.
Employees have been correctly classified in workforce data collections. All employees, except the CEO/Registrar, are covered by the ARBV Enterprise Agreement.
Employment and conduct principles
The ARBV Enterprise Agreement 2024 is linked to the Victorian Public Service (VPS) Enterprise Agreement 2024 through a nexus agreement. As such, it is closely tied to the VPS agreement and adopts many of its provisions. The ARBV largely aligns its employee relations practices with the VPS, taking account of relevant policies, procedures, and values that reflect public sector employment principles. Employment decisions at the ARBV, including recruitment, probationary periods, and performance assessments, are consistent with these principles.
Occupational Health & Safety
We are committed to providing and maintaining a work environment which secures the health, safety and welfare of all employees, contractors and other visitors. We believe that a well-managed program which focuses on both physical and psychological health and wellbeing is an integral part of good management practice.
We are committed to the principles of health, safety and employee welfare protections set out in relevant Occupational Health and Safety (OHS) laws, the Occupational Health and Safety (Psychological Health) Regulations 2025, and the ARBV Enterprise Agreement 2024 and seek to ensure employees work in an environment which is, so far as is reasonably practicable, safe and without risks to physical health and psychosocial wellbeing.
The ARBV’s target for 2025-26 was for zero OHS incidents leading to claims which was achieved. No incidents, hazards or near misses or lost time were reported during the 2025-26 year.
The Occupational Health and Safety policy reflect that supporting psychosocial wellbeing and eliminating hazards has the same importance as addressing physical risks in the workplace and provides clarity on determining ‘what is reasonably practicable’ accommodation.
We offered various OHS-related activities to employees this year, which aimed to mitigate the risks associated with health, safety and wellbeing. These included:
- an influenza vaccination program
- an employee assistance program
- provision of various onsite health checks such as skin checks, ergonomic advice and heart health assessments
- a focus on monitoring ongoing staff health and wellbeing.
The ARBV’s Workcover premium rate at the completion of 2025-26 was 0.95%. The premium rate has been adjusted to account for a better than average performance rating. The ARBV’s performance rating of 0.95 was 2.07% better than the industry average.
Workforce Inclusion
We strive to provide an inclusive working environment to create a diverse and inclusive workplace where all employees feel respected, valued, and empowered to contribute their best. Due to our size the ARBV does not have formal plans or strategies in place, for example Gender Equality Action Plan or an Aboriginal Employment Plan or targets for gender diverse staff, as adopted by larger public sector organisations.
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