On 29 October, union officials met with the Director of the Professional Standards and Behaviours Department (PSBD) as part of the monthly consultation meeting to discuss how Ambulance Victoria (AV) and the PSBD handle complaints, investigations, and disciplinary processes.
Officials referenced findings from the recent Legislative Council Inquiry into Ambulance Victoria, which highlighted that many AV staff feel the establishment of the PSBD has not yet led to meaningful workplace culture reform. The inquiry also found evidence that complaint mechanisms have, at times, been misused by management against staff who make public complaints — reinforcing a culture of fear and undermining trust in the system.
Union officials raised concerns about fairness, misuse of the PSBD process, and how vexatious complaints are identified and addressed. The Director explained that the PSBD operates under principles of procedural fairness and only progresses cases where there is sufficient evidence. Determining whether a complaint is vexatious requires investigation, with outcomes assessed on a case-by-case basis.
Officials also outlined cases where members who had complaints lodged against them subsequently received a Performance Improvement Plan (PIP) from their manager. The Director clarified that while the PSBD provides recommendations and guidance, disciplinary outcomes remain at the manager’s discretion. Managers may issue a PIP based on information from Professional Standards, particularly if the behaviour in question was already known to them.
The meeting also covered response and prevention initiatives, including six training modules for leaders on managing workplace concerns using Professional Standards’ design principles. The Director acknowledged the ongoing need for training and development and noted that onboarding new Team Managers would focus on proactive leadership in addressing behavioural issues. The PSBD is also collaborating with Senior People Partners to enhance training, de-escalation strategies, and quarterly reviews with regional managers to track progress on complaints and workplace culture.
Updates were provided on sexual harassment prevention, including the rollout of new training, a sexual safety masterclass, and the Sexual Harassment and Violence Prevention Plan, which aligns with AV’s Gender Equality Action Plan (GEAP). Union officials requested a copy of the Violence Prevention Plan; the Director said they would look into this request.
Union officials asked whether implementing workplace Contact Officers, trained by the Human Rights Commission, could strengthen cultural change and provide employees with a safe point of contact. The Director agreed that this would be a positive initiative but noted that the training and roles remain pending within the People & Culture team and could not confirm why they have not yet been actioned.