{ "entity_id": "S-VIC-044", "folder": "Court-Services-Victoria", "name": "Court Services Victoria", "type": "Statutory Authority", "jurisdiction": "VIC", "portfolio": "Justice", "website": "https://www.courts.vic.gov.au/", "data_status": "rich", "completeness": { "has_strategy_brief": true, "has_strategy_structured": true, "has_vision": false, "has_kpi_targets": true, "has_kpi_results": true, "has_strategy_overview": true, "has_legislation_text": true, "has_legislation_structured": false, "has_global_initiatives_text": false, "has_ideas": true, "has_artifacts": true, "n_ideas": 12, "n_legislation": 0, "n_artifacts": 8, "n_kpi_targets": 1, "n_kpi_results": 1, "n_outcomes": 1, "verified_own_data": true }, "strategy_profile": { "status": "published", "confidence": "high", "summary": "Court Services Victoria provides the means to achieve the collective ambition by providing high-quality, responsive administrative services and is accountable to Courts Council for doing so.", "official_site_url": "https://www.courts.vic.gov.au/", "source_documents": [ { "type": "strategie", "title": "Gender Equality Action Plan", "url": "https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan.pdf", "period": null, "confidence": "medium" }, { "type": "strategie", "title": "Gender Equality Action Plan – Progress Report", "url": "https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan_-_progress_report.pdf", "period": null, "confidence": "medium" }, { "type": "strategie", "title": "Gender Equality Action Plan - Progress Report (Summary)", "url": "https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan_-_progress_report_summary.pdf", "period": null, "confidence": "medium" }, { "type": "strategie", "title": "Court Services Victoria Strategic Plan 2020-2025", "url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf", "period": "2020", "confidence": "medium" }, { "type": "annual_report", "title": "Annual Report", "url": "https://courts.vic.gov.au/sites/default/files/publications/csv_annual_report_2017-18.pdf", "period": "2017", "confidence": "high" } ], "purpose": { "text": "Court Services Victoria provides the means to achieve the collective ambition by providing high-quality, responsive administrative services and is accountable to Courts Council for doing so.", "source_url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf", "source_page": 2, "source_deep_url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf#page=2" }, "vision": null, "strategic_priorities": [ { "title": "Excellence in court and tribunal administration", "description": "Excellence in court and tribunal administration", "source_url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf", "source_page": 5, "source_deep_url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf#page=5" }, { "title": "Reliable, integrated and innovative technology and digital capabilities", "description": "Reliable, integrated and innovative technology and digital capabilities", "source_url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf", "source_page": 5, "source_deep_url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf#page=5" }, { "title": "Diverse, collaborative, ethical and capable people", "description": "Diverse, collaborative, ethical and capable people", "source_url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf", "source_page": 5, "source_deep_url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf#page=5" }, { "title": "Contemporary, safe and integrated venues", "description": "Contemporary, safe and integrated venues", "source_url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf", "source_page": 5, "source_deep_url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf#page=5" }, { "title": "Building understanding, confidence and trust", "description": "Building understanding, confidence and trust", "source_url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf", "source_page": 5, "source_deep_url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf#page=5" } ], "values": [ { "name": "always keeping the people who use and work in the court’s environment front of mind", "description": "", "source_url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf", "source_page": null }, { "name": "meaningful community engagement and striving to deliver the best possible experience for court users and the community", "description": "", "source_url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf", "source_page": null }, { "name": "collaborating where appropriate with Government and justice sector bodies", "description": "", "source_url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf", "source_page": null }, { "name": "continually improving the services we deliver", "description": "", "source_url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf", "source_page": null } ], "outcomes": [ { "name": "Outcome 1: Excellence in court and tribunal administration", "description": "Court Services Victoria is committed to excellence in the delivery of justice, and pursue opportunities to streamline service delivery, reduce duplication and implement service delivery improvements to become more effective, efficient and financially sustainable.", "activities": [ "Work toward long term financial sustainability by improving the efficiency of service delivery and redirecting resources to maintain and improve frontline services", "Engage with justice sector partners and stakeholders to work in more connected ways that improve information sharing and service outcomes" ], "source_url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf", "source_page": 5, "source_deep_url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf#page=5" } ], "performance_measures": [ { "code": "CCE01", "measure": "Case completion efficiency", "target": "Stability or improvement", "latest_result": "Target met", "status": "Achieved", "target_source_url": "https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf", "target_source_page": null, "result_source_url": "https://courts.vic.gov.au/sites/default/files/publications/csv_annual_report_2017-18.pdf", "result_source_page": null } ], "document_alignment_terms": { "must_support": [ "Court Services Victoria provides the means to achieve the collective ambition by providing high-quality, responsive administrative services and is accountable to Courts Council for", "Excellence in court and tribunal administration", "Reliable, integrated and innovative technology and digital capabilities", "Diverse, collaborative, ethical and capable people", "Contemporary, safe and integrated venues", "Building understanding, confidence and trust" ], "watch_terms": [ "Case completion efficiency" ], "avoid_claiming_without_evidence": [] }, "review_note": "" }, "strategy_brief_md": "# Court Services Victoria — Strategy Brief\n\n**Reporting period**: 2024-25\n**Corporate plan in force**: 2025-26\n**Corporate Plan**: [2025-26](https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)\n\n## Our purpose / purposes\n\n> Court Services Victoria provides the means to achieve the collective ambition by providing high-quality, responsive administrative services and is accountable to Courts Council for doing so. [[CP p.2](https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf#page=2)]\n\n## How we deliver\n\n> Court Services Victoria provides the administrative and corporate services necessary for the Victorian courts and VCAT to deliver justice to the Victorian community. [[CP p.2](https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf#page=2)]\n\n## Government priorities for this department\n\n- Excellence in court and tribunal administration [[CP p.5](https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf#page=5)]\n- Reliable, integrated and innovative technology and digital capabilities [[CP p.5](https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf#page=5)]\n- Diverse, collaborative, ethical and capable people [[CP p.5](https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf#page=5)]\n- Contemporary, safe and integrated venues [[CP p.5](https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf#page=5)]\n- Building understanding, confidence and trust [[CP p.5](https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf#page=5)]\n\n## Outcomes\n\n### Outcome 1: Excellence in court and tribunal administration\nCourt Services Victoria is committed to excellence in the delivery of justice, and pursue opportunities to streamline service delivery, reduce duplication and implement service delivery improvements to become more effective, efficient and financially sustainable. [[CP p.5](https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf#page=5)]\n\n**Key activities:**\n- Work toward long term financial sustainability by improving the efficiency of service delivery and redirecting resources to maintain and improve frontline services\n- Engage with justice sector partners and stakeholders to work in more connected ways that improve information sharing and service outcomes\n\n## Values and principles\n\n- always keeping the people who use and work in the court’s environment front of mind\n- meaningful community engagement and striving to deliver the best possible experience for court users and the community\n- collaborating where appropriate with Government and justice sector bodies\n- continually improving the services we deliver\n\n## What they will measure themselves on this year (targets from 2025-26 corporate plan)\n\n| Code | Measure | Target | Source |\n|---|---|---|---|\n| CCE01 | Case completion efficiency | Stability or improvement | |\n\n## How they performed last year (results from 2024-25 annual report)\n\n| Code | Measure | Result | Status | Source |\n|---|---|---|---|---|\n| CCE01 | Case completion efficiency | Target met | Achieved | |", "strategy_overview_evidence_md": null, "internal_strategy_evidence_md": "# Court Services Victoria - Strategy, Performance, and Operating Profile\n\n**Generated at**: 2026-05-09T22:46:07.296715+00:00\n**Entity ID**: S-VIC-044\n**Entity type**: Statutory Authority\n**Jurisdiction**: VIC\n**Portfolio**: Justice\n**Website**: https://www.courts.vic.gov.au/\n\n> Draft generated from scraped source material. Treat this as an evidence pack for editorial review, not a final judgement.\n\n## Source Coverage\n\n| Source type | Count |\n|---|---:|\n| other-pdfs | 1 |\n| pages | 15 |\n| reviews | 2 |\n| strategies | 4 |\n\n## Executive Readout\n\n### Purpose\n\n- [Page 6]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nPRIORITY 1\nEXCELLENCE\nIN COURT AND\nTRIBUNAL\nADMINISTRATION\nCourt Services Victoria is To achieve this, we will support courts and VCAT in their f Work toward long term financial sustainability by\ncommitted to excellence in the delivery of justice, and pursue opportunities to streamline improving the efficiency of service delivery and redirecting\nservice delivery, reduce duplication and implement service resources to maintain and improve frontline services.\ndelivery of services to its users,\nimprovements to become more effective, efficient and f Engage with our justice sector partners and stakeholders\nthe community and government.\nimprove financial sustainability. to work in more connected ways that improve information\nTechnology, workforce and data\n Source: `strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)`\n- [Page 13]\nRecommendation 2\nDevelop, promote and implement a sexual Responsibility\nharassment policy that covers all staff and\nCourt Services Victoria\ncontractors and:\nCourts Executive\na. sets out clear standards of behaviour;\nb. sets out the standard of behaviour that can be Overview\nexpected in dealings with judicial officers and\nVCAT members; Implementation Status\nc. meets the six minimum standards for Met\nemployers listed in the Victorian Equal\nOpportunity and Human Rights Commission’s\nEnhancement Opportunities\nGuideline: Preventing and responding to\nWorkplace sexual harassment (2020); Identified\nd. recognises CSV’s positive obligations under\nthe Equal Opportunity Act 2010 and the\nOccupational Health and Safety Act 2004;\ne. adopts a victim-survivor-centred response to\ninstances of sexual harassment;\nf. clearly sets out all internal and external\nFindings\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- [Page 14]\nCourt Services Victoria Gender Equality Action Plan\nTable 2: Measures to enable our employees to achieve their full potential\nMeasures Outcomes Timeline Accountability\n1.1 Embed Gender Impact Conduct of Gender Impact Assessments Commenced People and\nAssessment processes across is incorporated into project management 2021 and Culture\nthe organisation. processes and resources. ongoing\nProjects and\nConduct of Gender Impact Assessments Business\nis incorporated into the annual budget Improvement\nbid process.\n Source: `strategies/csv_gender_equality_action_plan.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan.pdf)`\n- [Page 26]\nCourt Services Victoria Gender Equality Action Plan\n4.6 Effectively measure and monitor gender equality outcomes\nthrough improved data and insights\nAs at 30 June 2021, the gender composition of Courts\n59%\nCouncil was 50.0%, comprising four women (including\nthe Chair) and four men.\n Source: `strategies/csv_gender_equality_action_plan.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan.pdf)`\n\n### Role and Functions\n\n- [Page 2]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nMESSAGE\nFROM THE CHAIR\nAND CEO\nVictorian courts and the Victorian In doing so, they play a key role in promoting the safety and f Justice systems that respond to users’ needs through\nCivil and Administrative Tribunal security of Victorian communities and contribute to our social accessible, inclusive, and where appropriate, therapeutic\ncohesiveness and economic prosperity by resolving disputes and restorative, processes.\n(VCAT) have a clear and important\nand deciding cases within a framework of excellence, f Excellence in operations through a highly capable\nresponsibility to administer justice\ntimeliness and accessibility. workforce and effective, efficient and accessible processes\nfairly, transparently, impartially\nThe courts and VCAT have an opportunity to lead Victoria’s enabled by technology.\nand with integrity.\n Source: `strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)`\n- [Page 13]\nRecommendation 2\nDevelop, promote and implement a sexual Responsibility\nharassment policy that covers all staff and\nCourt Services Victoria\ncontractors and:\nCourts Executive\na. sets out clear standards of behaviour;\nb. sets out the standard of behaviour that can be Overview\nexpected in dealings with judicial officers and\nVCAT members; Implementation Status\nc. meets the six minimum standards for Met\nemployers listed in the Victorian Equal\nOpportunity and Human Rights Commission’s\nEnhancement Opportunities\nGuideline: Preventing and responding to\nWorkplace sexual harassment (2020); Identified\nd. recognises CSV’s positive obligations under\nthe Equal Opportunity Act 2010 and the\nOccupational Health and Safety Act 2004;\ne. adopts a victim-survivor-centred response to\ninstances of sexual harassment;\nf. clearly sets out all internal and external\nFindings\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- Responsibility Responsibility\nCourt Services Victoria Courts Council\nCourt Services Victoria\nOverview\nOverview\nImplementation Status\nMet Implementation Status\nPartially met\nEnhancement Opportunities\nNil Enhancement Opportunities\nNil\nFindings\nFindings\nPerformance metrics were incorporated into the\nPerformance and Learning Management System (PALMS) On 22 June 2023, CSV engaged Ashurst Risk Advisory\nfor the 2021-22 Performance Cycle. to conduct the independent audit in response to\nrecommendation 20.\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- [pages 22,23,24,25]\ning caring responsibilities is not a\nThis type of flexibility can offer realistic options for\n58% barrier to success in my organisation’\nCSV employees to balance the division of their caring\n(58% favourable responses)\nresponsibilities.\n Source: `strategies/csv_gender_equality_action_plan.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan.pdf)`\n- Table 4: People Matter Survey results related to Indicator 6: Leave and flexible working arrangements\nNon‑binary/\nPrefer not\nWomen Men to say All\nRespondents Respondents Respondents Respondents\nQuestion/Statement (%) (%) (%) (%)\nMy organisation would support me if I needed to\ntake family violence leave 79 78 68 77\nI am confident that if I requested a flexible work\narrangement, it would be given due consideration 71 79 52 71\nMy organisation supports employees with family or\nother caring responsibilities, regardless of gender 77 76 59 74\nI have the flexibility I need to manage my work and\nnon‑work activities and responsibilities 70 79 52 70\nUsing flexible work arrangements is not a barrier to\nsuccess in my organisation 57 66 44 58\nHaving caring responsibilities is not a barrier to\nsuccess in my organisation 58 64 47 58\nHaving family responsibilities is not a barrier to\n Source: `strategies/csv_gender_equality_action_plan.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan.pdf)`\n- [pages 35,36,37]\n79 78 68 77\nI am confident that if I requested a flexible work\narrangement, it would be given due consideration 71 79 52 71\nMy organisation supports employees with family or\nother caring responsibilities, regardless of gender 77 76 59 74\nI have the flexibility I need to manage my work and\nnon‑work activities and responsibilities 70 79 52 70\nUsing flexible work arrangements is not a barrier to\nsuccess in my organisation 57 66 44 58\nHaving caring responsibilities is not a barrier to\nsuccess in my organisation 58 64 47 58\nHaving family responsibilities is not a barrier to\nsuccess in my organisation 59 71 52 62\n17 Formal flexible working arrangements include compressed working hours, job sharing, study leave, purchased leave, and/or\npart time as negotiated by the employee upon commencement.\n Source: `strategies/csv_gender_equality_action_plan.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan.pdf)`\n\n### Strategic Priorities\n\n- [Page 6]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nPRIORITY 1\nEXCELLENCE\nIN COURT AND\nTRIBUNAL\nADMINISTRATION\nCourt Services Victoria is To achieve this, we will support courts and VCAT in their f Work toward long term financial sustainability by\ncommitted to excellence in the delivery of justice, and pursue opportunities to streamline improving the efficiency of service delivery and redirecting\nservice delivery, reduce duplication and implement service resources to maintain and improve frontline services.\ndelivery of services to its users,\nimprovements to become more effective, efficient and f Engage with our justice sector partners and stakeholders\nthe community and government.\nimprove financial sustainability. to work in more connected ways that improve information\nTechnology, workforce and data\n Source: `strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)`\n- [Page 7]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nPRIORITY 2\nRELIABLE,\nINTEGRATED\nAND INNOVATIVE\nTECHNOLOGY AND\nDIGITAL CAPABILITIES\nThe unfolding digital revolution Digital transformation has been a key enabler of change to f Develop an overarching Information Technology and Digital\npresents ongoing opportunities improve the experience of people coming to court, reduce the Strategy to guide our future directions and investments to\ndependency on physical locations, automate processes and enable simpler and faster user-centric services.\nfor the Courts Group to\nincrease efficiency. f Continue the digitisation of court and tribunal processes,\nimprove services, innovate, and\nIn response to the coronavirus (COVID-19) pandemic, the taking a ‘digital first’ approach.\nengage with people who come\n Source: `strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)`\n- [Page 8]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nPRIORITY 3\nDIVERSE,\nCOLLABORATIVE,\nETHICAL AND\nCAPABLE PEOPLE\nFoundational to effective We believe it is important that every person working at and practical support to Aboriginal people, and build\nservice delivery is our Court Services Victoria feels connected to and understands greater organisational cultural awareness.\ndedicated, professional and our purpose, and strives for the highest ethical standards in f Implement our ‘Self-determination Action Plan’ to build a\neverything they do. more Koori inclusive courts environment for Koori staff,\npassionate workforce.\n Source: `strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)`\n- [Page 9]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nPRIORITY 4\nCONTEMPORARY,\nSAFE AND\nINTEGRATED\nVENUES\nDelivering people-centric and The courts are important public spaces.\n Source: `strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)`\n- [Page 10]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nPRIORITY 5\nBUILDING\nUNDERSTANDING,\nCONFIDENCE\nAND TRUST\nThe Victorian courts and VCAT Building confidence and trust across our stakeholders and OUR ACTIONS\ncontribute to social cohesiveness the Victorian community is fundamental to the operation of Beginning immediately, and to be completed progressively\ncourts and the justice system.\nand economic prosperity by over the next five years, we will:\nFair, impartial, accessible, effective and efficient courts\nresolving disputes and deciding f Engage with court users to understand what accessibility\ncontribute to trust and confidence in the justice system.\ncases according to law, in a timely, and contemporary service looks like to them to guide how\nThe majority of Victorians have little direct contact with the we can improve.\nfair and accessible manner.\n Source: `strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)`\n- Importantly,\nCaring responsibilities do not impact\nthese strategies align closely with Priority 3 (Diverse,\nopportunities\nCollaborative, Ethical and Capable People) of the\nCourt Services Victoria Strategic Plan 2020 – 2025\n(Strategic Plan), which aims to strengthen workplace\nSafety\nsafety and wellbeing.\n Source: `strategies/csv_gender_equality_action_plan.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan.pdf)`\n- [Page 7]\nStrategies and Measures Status Status description\n3.1 Actively support implementation of the Ongoing The Koori Employment Plan (KEP) commits CSV to increasing Koori employment across all courts and\nKoori Employment Plan 2021 2025. tribunals and achieving a minimum of 3% Koori employment by 2025 with a further target to achieve\n20% of the 3% target employed in Senior Leadership roles.\n Source: `strategies/csv_gender_equality_action_plan_-_progress_report.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan_-_progress_report.pdf)`\n- Our staff – whether in the Courts Group or the administrative\nfor the Victorian courts, VCAT\nWe employ the non-judicial staff who work in the courts, and corporate centre – enable the Courts Group to deliver on\nand other entities to operate VCAT, the Judicial College and the Judicial Commission. their own strategic priorities while also pursuing strategic\nindependently of direction by These people include senior executives, lawyers, registrars, opportunities that are interconnected and deliver benefits\njudges’ associates, and a range of other administrators, who more broadly.\n Source: `strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)`\n- [Page 11]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nDELIVERING OUR\nCOURTS COUNCIL\nPRIORITIES\nDIRECTIONS\nTo ensure delivery of our priorities\nwe will take a strategic governance STRATEGIC PLAN\napproach that will:\nHigh level priorities and actions\nf focus the work and discussions of\nCouncil, committees and our leadership PLANNING\non the Strategic Plan,\nf engage with stakeholders and staff and\nthoroughly and creatively communicate\nACTION PLAN\nthe strategy,\nf develop clear annual action plans Detailed initiatives and resources\ndetailing specific initiatives,\naccountabilities, resources\nand timelines,\nf integrate our planning and delivery with\nour risk management approach,\nf define, monitor and report on measures\nof success,\nf periodically review and update our\nStrategic Plan.\n Source: `strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)`\n- Court and VCAT leadership, including Heads website on the Review of Sexual Harassment in\nof Jurisdiction, and the Courts Executive Victorian Courts.8\npublicly acknowledging the harms experienced\n• 18 October 2022: the Chief Justice of the\nby victim-survivors as a result of sexual\nSupreme Court of Victoria and Chair of Courts\nharassment in Victorian courts and VCAT, and\nCouncil, Anne Ferguson, on behalf of the\nthe inadequacy of institutional responses to\nVictorian courts and the VCAT made a statement\nsexual harassment to date; and\nregarding the release of the Dodds-Streeton\nb. regular reports to the Courts Council, Report Card on the CSV website.9\naddressing the implementation of\n• 19 April 2023: the Chief Justice of the Supreme\nrecommendations contained in this report.\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n\n## KPIs, Targets, and Where They Are At\n\n- [Page 7]\nStrategies and Measures Status Status description\n3.1 Actively support implementation of the Ongoing The Koori Employment Plan (KEP) commits CSV to increasing Koori employment across all courts and\nKoori Employment Plan 2021 2025. tribunals and achieving a minimum of 3% Koori employment by 2025 with a further target to achieve\n20% of the 3% target employed in Senior Leadership roles.\n Source: `strategies/csv_gender_equality_action_plan_-_progress_report.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan_-_progress_report.pdf)`\n- Court and VCAT leadership, including Heads website on the Review of Sexual Harassment in\nof Jurisdiction, and the Courts Executive Victorian Courts.8\npublicly acknowledging the harms experienced\n• 18 October 2022: the Chief Justice of the\nby victim-survivors as a result of sexual\nSupreme Court of Victoria and Chair of Courts\nharassment in Victorian courts and VCAT, and\nCouncil, Anne Ferguson, on behalf of the\nthe inadequacy of institutional responses to\nVictorian courts and the VCAT made a statement\nsexual harassment to date; and\nregarding the release of the Dodds-Streeton\nb. regular reports to the Courts Council, Report Card on the CSV website.9\naddressing the implementation of\n• 19 April 2023: the Chief Justice of the Supreme\nrecommendations contained in this report.\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- [Page 26]\nCourt Services Victoria Gender Equality Action Plan\n4.6 Effectively measure and monitor gender equality outcomes\nthrough improved data and insights\nAs at 30 June 2021, the gender composition of Courts\n59%\nCouncil was 50.0%, comprising four women (including\nthe Chair) and four men.\n Source: `strategies/csv_gender_equality_action_plan.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan.pdf)`\n- [Page 10]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nPRIORITY 5\nBUILDING\nUNDERSTANDING,\nCONFIDENCE\nAND TRUST\nThe Victorian courts and VCAT Building confidence and trust across our stakeholders and OUR ACTIONS\ncontribute to social cohesiveness the Victorian community is fundamental to the operation of Beginning immediately, and to be completed progressively\ncourts and the justice system.\nand economic prosperity by over the next five years, we will:\nFair, impartial, accessible, effective and efficient courts\nresolving disputes and deciding f Engage with court users to understand what accessibility\ncontribute to trust and confidence in the justice system.\ncases according to law, in a timely, and contemporary service looks like to them to guide how\nThe majority of Victorians have little direct contact with the we can improve.\nfair and accessible manner.\n Source: `strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)`\n- [Page 4]\nCourt Services Victoria\n1 Progress against Strategies and Measures\nStrategies and Measures Status Status description\n1.1 Embed Gender Impact Assessment Ongoing This measure is ongoing; however, CSV did complete all actions:\n(GIA) processes across the organisation • Incorporated GIAs into the CSV Project Management System, processes, and resources.\n• Incorporated GIAs into the annual budget bid process.\n• Delivered GIA training to key employees (via an external provider and internally via our DEI\nManager).\n Source: `strategies/csv_gender_equality_action_plan_-_progress_report.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan_-_progress_report.pdf)`\n- [Page 8]\nCourt Services Victoria\nStrategies and Measures Status Status description\n3.6 Implement inclusive recruitment In progress There were two sub-actions in this measure related to sections of the Recruitment and Selection Policy:\npractices to mitigate against stereotypes ensuring gender balance and broader diversity of selection panels and inserting a clause that any\nand biases. recruitment agencies CSV engages with share the organisation’s commitment to gender equality,\ndiversity and inclusion and abide by the measures in the GEAP\n-These were completed in the reporting period, however, because the finalisation and release of the\nupdated Recruitment and Selection Policy was delayed, this measure is still in progress\n3.7 Source candidates using non Not started This measure was due to commence in 2022 however due to resourcing limitations it is now\n Source: `strategies/csv_gender_equality_action_plan_-_progress_report.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan_-_progress_report.pdf)`\n- This has been achieved via several measures\nin the CSV GEAP including inclusive employee training programs and guidance materials on gender equality, diversity,\nand inclusion (1.4), the development of employee-led networks including the Pride Network (1.5), and guidance materials\nincluding the release of our Gender Affirmation Leave Procedure and Gender Affirmation Guide (1.4).\n Source: `strategies/csv_gender_equality_action_plan_-_progress_report.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan_-_progress_report.pdf)`\n- [Page 14]\nRecommendation 3\nEnhancement Opportunities\nUndertake a risk assessment of CSV, the courts\nand VCAT, to identify and assess all sexual\nOpportunity 2: CSV should consider committing to\nharassment work hazards, using a work health\nthe development of a ‘sexual harassment prevention\nand safety risk framework.\nplan’ consistent with Standard 2 of the Victorian Equal\nOpportunity and Human Rights Commission (VEOHRC) This risk assessment should be part of the\nGuideline: Preventing and responding to workplace sexual workplace gender equality audit required by\nharassment (2020).13 the Gender Equality Act 2020 and should be\ninformed by:\nSub-point c. of Recommendation 2 refers to the six (6)\na. the WorkSafe Victoria Guide Work – related\nstandards of the VEOHRC guideline, where Standard 2 is a\ngendered violence including sexual\n‘Prevention Plan’.\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- [pages 8,9,10]\naim?\n♦ What is the evidence to support that claim?\n♦ Is it wise to begin this court case?\n Does it have merit?\n What will be achieved for the represented person if the case is won?\n Is the case stronger than the defences available to the other side?\n♦ Against whom is the court case being brought?\n Is this the right person?\n♦ Are there experts to be relied on?\n Source: `other-pdfs/litigation-guardians-general-guideline.pdf (https://courts.vic.gov.au/sites/default/files/publications/litigation-guardians-general-guideline.pdf)`\n- [pages 6,7,8]\nemployees Foster a culture Enhance objectivity and\nto achieve their full that supports a transparency in recruitment\npotential by improving harassment‑free and promotion practices\ndevelopment workplace by responding\nopportunities and to and preventing sexual\nsupport practices harassment and other\ninappropriate behaviours\nEnable full participation Achieve equal pay Effectively measure\nof our employees by for equal work by and monitor gender\nregularising flexible understanding and equality outcomes\nworking arrangements addressing factors through improved data\nfor all contributing to our and insights\ngender pay gap\nPsychologically Safe Culture\nDiscussion of our strategies is included in following sections and further details of key Workplace Gender Audit\nresults are contained in Appendix 1.\n Source: `strategies/csv_gender_equality_action_plan.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan.pdf)`\n- Total 4/7\nGender Impact Assessments\nCSV completed four Gender Impact Assessments (GIAs) in the reporting period and took the following\nactions as a result of conducting a GIA:\nGIA Actions taken\nBendigo Law • To support the needs of carers (who are more likely to be women) and young people,\nCourts the building incorporates a Parent Room.\n Source: `strategies/csv_gender_equality_action_plan_-_progress_report_summary.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan_-_progress_report_summary.pdf)`\n- [Page 6]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nPRIORITY 1\nEXCELLENCE\nIN COURT AND\nTRIBUNAL\nADMINISTRATION\nCourt Services Victoria is To achieve this, we will support courts and VCAT in their f Work toward long term financial sustainability by\ncommitted to excellence in the delivery of justice, and pursue opportunities to streamline improving the efficiency of service delivery and redirecting\nservice delivery, reduce duplication and implement service resources to maintain and improve frontline services.\ndelivery of services to its users,\nimprovements to become more effective, efficient and f Engage with our justice sector partners and stakeholders\nthe community and government.\nimprove financial sustainability. to work in more connected ways that improve information\nTechnology, workforce and data\n Source: `strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)`\n- [Page 7]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nPRIORITY 2\nRELIABLE,\nINTEGRATED\nAND INNOVATIVE\nTECHNOLOGY AND\nDIGITAL CAPABILITIES\nThe unfolding digital revolution Digital transformation has been a key enabler of change to f Develop an overarching Information Technology and Digital\npresents ongoing opportunities improve the experience of people coming to court, reduce the Strategy to guide our future directions and investments to\ndependency on physical locations, automate processes and enable simpler and faster user-centric services.\nfor the Courts Group to\nincrease efficiency. f Continue the digitisation of court and tribunal processes,\nimprove services, innovate, and\nIn response to the coronavirus (COVID-19) pandemic, the taking a ‘digital first’ approach.\nengage with people who come\n Source: `strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)`\n- [Page 2]\n2 April 2024\nLouise Anderson\nChief Executive Officer\nCourt Services Victoria\nLaw Courts, Melbourne VIC 3000\nDear Louise,\nThank you for providing Ashurst Risk Advisory Pty Ltd with the opportunity to conduct an\nindependent audit of the 20 recommendations from the Szoke Review.\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n\n## Key Metrics\n\n| Values found | Evidence | Source |\n|---|---|---|\n| $2 | H�\\VK��:\b��Ud\u0003�c�\u0007��������O\u0002;��Q\u001d�2\u0006!˾�Ϩe�v}DJ����ӽ,\u001f\bh�ծO�RW\u000b�]�Gi�n�\u0007+����\u001f��u�\u0007[Yb\\0fѪ�(:��\u001f�(s�Ɵъ븬(\u0017�h�^\u001b:j�\u0017\u0017�\\�*k�u�&�m�����P�J�y�;��=\u0012�̻�w�Y�-\u00100�4��3�n����Z�����\u0001f͂G���\u000b;��_=��Rg�>��������ߍ+Zn������Q�ܸ�\u0019��7?\u0011�.��lG<+K]ex�ͻ�-Q.'[�`�WDL�7ƶ����#g e�y\u0002�\fԞ\u000b���.\n{���%Sh�nQ�͹ a\u001e\u001a1��b�Y�\u001eٰL�\u0003�~��\u0013N��\u0016��cD�\u0015$]��e!��:���C!\u0017��A\f�\u0014b7 Z\u0012�f\u001e�\u001b �%ˆ�(������7�&v�y��z��J�m�}V�\u000b� '2��o��X��0z1訖E�n���k\u0013*\u001a���e\u0010�E8rG����t\b\u001e�-�޹��)��\u0005��\u000e�F@�t��\u0007�\u001a�\u001f�Ƿ\u001aM5��8$ | `pages/recommendations-index__05.html (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)` |\n| $8 | E[�=Aq�)T\u0003b�(8�a�h�ʁ\u001d��^F)�^Ф]� \u0018���~Y5W�E��&�5�:����n\u0011�p+\u001b#QJ�\u0017�k�gL��g\u0016Ůen�F\u0014}\u0001�C\u0004�ʢ��m�ɷ����^�.�%��b���5Cڀ��\u001d�ԽH�~\"`Fx��P\u0012�.\u0018r�^�ěK9a�V6O,g�N���B@%G�T�\u0019��c��pT�E���M\\|�F\u0016\u0002/՝U�ǥ?�!�dq�W��\u0004ɡ�r�ͭ��P�3���-+y�~]��=$8�b����Ak���9��\u0015\n��\u000fYR��^\u000bE��\u0004qR<\\|���$ZE�(es�=�\u000b�&�\u0018�n�z�\u000f���K31�\u0014B� ����ɴ��Z\u0016;x⎌�!\u0015�\u0012ֺ���[�\u0011�\u0015\u0014�\u0013�\u0015�ğ\u0011l�\u001a�� H�0懞;\u001b/\u001d�F�����ė\u0011�;r\u0014>NM}\u001cTl�W�\u001b���R��K���F$(T$\u000fj̢�#&\u0005\u0015L-���V�e$����8b�x�V-G��q�k�\u0014\u0007�^�մ+s��Ԗ����\u0016NO��\u001cg���$�e��>Tz�lb�j�u\n1�F | `pages/recommendations-index__05.html (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)` |\n| $1 | M�7�_�����1i\f�2�fڞ�4䢵����<Ӧ�:&k\u0018�Px�m���RI�\u000f7\u0007\\|�A�w��R4��I$��=��e��{\n�u�m8rj�K�y���>\u0006y�f\u000f�c��ҋ\u0015�-�-��Z�{�.D�A��\\|�\n�\u0005e\u000f#�=��%/�\u0013����NW������S\u001c,�K\b*�\u0003��\u0013r㍪���c��-�\u000b�f��-\u001a�\u001er\\����O�m�\u0016�\u001c��g���#�Y�u�4��\\|{���H�}�W�\n���g�SQ���>�h\u0013��� gkW�\u0014}����r�_\u0017��O-�`ŵ}��eEC��Y��Ƹ��v\u000f����\u001a�[�]�C\u001f�e���$�\n:\u0013�Ȝ��ĸ9���V��:���v���\u000fj����\n���=1œp��w��\u000b�t�p\u00142�z�Q\b��:�M}Ś��\u0011�G����pl�^N<[Q�\f��M�%ku\u001e y2z�z\u001fX��\"����Qd����H�\u0019(;��*k[��$B\u0005\u0010��B\\|�r¹E�_�F�N#�\u0016�Q� �P�Q�Cw9ʡ�f��<�v�–] | `pages/recommendations-index__05.html (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)` |\n\n## Key Achievements\n\n- Highlights include:\n• Finalised the Court Services Victoria People Strategy 2023-2026\n• Implemented the Peer Support Network and the Contact Officer Program\n• Launched employee networks including the CSV Pride & Allies Network and the Gender Equality\nAdvisory Group\n• Implemented 10 of the 11 recommendations of The Review of Sexual Harassment in Victorian\nCourts and VCAT made to CSV\n• Delivered regular employee training programs on unconscious bias, gender equality, diversity,\nand inclusion, as well as regular communication pieces and events\n• Embedded workplace behavioural expectations and raised awareness of support mechanisms\nand resources in all induction and onboarding processes\n• Developed Gender Affirmation in the Workplace Guidelines.\n Source: `strategies/csv_gender_equality_action_plan_-_progress_report_summary.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan_-_progress_report_summary.pdf)`\n- [Page 18]\nCourt Services Victoria\nConfirm if\nprogress\nIndicator made Progress description\nsupporting\nemployees with Despite an increase in the percentage of CSV employees utilising a formal flexible working arrangement (from 10-20%)\naccess to flexible work has emerged as a key theme among respondents who completed the employee experience survey.\nfamily or caring\nresponsibilities\nIn 2021, 71% of respondents were confident that if they requested a flexible work arrangement it would be given due\nconsideration, this fell to 69% of respondents in 2023.\n Source: `strategies/csv_gender_equality_action_plan_-_progress_report.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan_-_progress_report.pdf)`\n- [Page 4]\nCourt Services Victoria\n1 Progress against Strategies and Measures\nStrategies and Measures Status Status description\n1.1 Embed Gender Impact Assessment Ongoing This measure is ongoing; however, CSV did complete all actions:\n(GIA) processes across the organisation • Incorporated GIAs into the CSV Project Management System, processes, and resources.\n• Incorporated GIAs into the annual budget bid process.\n• Delivered GIA training to key employees (via an external provider and internally via our DEI\nManager).\n Source: `strategies/csv_gender_equality_action_plan_-_progress_report.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan_-_progress_report.pdf)`\n- [Page 8]\nCourt Services Victoria\nStrategies and Measures Status Status description\n3.6 Implement inclusive recruitment In progress There were two sub-actions in this measure related to sections of the Recruitment and Selection Policy:\npractices to mitigate against stereotypes ensuring gender balance and broader diversity of selection panels and inserting a clause that any\nand biases. recruitment agencies CSV engages with share the organisation’s commitment to gender equality,\ndiversity and inclusion and abide by the measures in the GEAP\n-These were completed in the reporting period, however, because the finalisation and release of the\nupdated Recruitment and Selection Policy was delayed, this measure is still in progress\n3.7 Source candidates using non Not started This measure was due to commence in 2022 however due to resourcing limitations it is now\n Source: `strategies/csv_gender_equality_action_plan_-_progress_report.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan_-_progress_report.pdf)`\n- [Page 6]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nPRIORITY 1\nEXCELLENCE\nIN COURT AND\nTRIBUNAL\nADMINISTRATION\nCourt Services Victoria is To achieve this, we will support courts and VCAT in their f Work toward long term financial sustainability by\ncommitted to excellence in the delivery of justice, and pursue opportunities to streamline improving the efficiency of service delivery and redirecting\nservice delivery, reduce duplication and implement service resources to maintain and improve frontline services.\ndelivery of services to its users,\nimprovements to become more effective, efficient and f Engage with our justice sector partners and stakeholders\nthe community and government.\nimprove financial sustainability. to work in more connected ways that improve information\nTechnology, workforce and data\n Source: `strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)`\n- Highlights include:\nFinalised the CSV People Strategy 2023-2026\nImplemented the Peer Support Network and Contact Officer Program\nLaunched employee networks, including the CSV Pride & Allies Network and the Gender Equality Advisory Group\nImplemented 10 of the 11 recommendations from the Szoke Review\nProvided training on unconscious bias, gender equality, diversity, and inclusion\nIntegrated behavioural expectations into induction processes\nDeveloped guidelines for Gender Affirmation in the Workplace.\n Source: `pages/strategies-index__01.html (https://www.courts.vic.gov.au/about-csv/gender-equality-action-plan)`\n- [Page 2]\nCourt Services Victoria Gender Equality Action Plan\nContents\n1 Foreword 01\n2 Introduction 03\n3 Case for Change 05\n4 Strategies and Measures 10\n5 Resourcing our GEAP 26\n6 G overnance and\nMonitoring Progress 27\n7 Glossary 28\n8 Appendix 1 – Court Services Victoria\nWorkplace Gender Audit 29\nAcknowledgement\nCourt Services Victoria acknowledges\nAboriginal and Torres Strait Islander peoples\nas the First Peoples and Traditional Owners\nand Custodians of the land and waterways\nupon which our lives depend.\n Source: `strategies/csv_gender_equality_action_plan.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan.pdf)`\n- [pages 1,2,3,4]\n[Page 1]\nGender\nEquality\nAction Plan\nProgress\nReport\nNovember 2024\n Source: `strategies/csv_gender_equality_action_plan_-_progress_report.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan_-_progress_report.pdf)`\n- [Page 21]\n3 Gender Impact Assessments\nTitle Description Actions taken Intersectional lens applied\nBendigo Law Courts Capital funding to construct a new, To support the needs of carers (who To provide a culturally inclusive place for First\nmultijurisdictional law court at Bendigo was are more likely to be women) and Peoples, design of the building was conducted in\nprovided by the Victorian government in 2019. young people, the building incorporates collaboration with the traditional owners, Dja Dja\nNew Program\nA GIA was completed on the 2021 budget bid a Parent Room which has a bench, Wurrung and the Taungurung Peoples of the\nto provide the budget required to sink, microwave, and comfortable Kulin Nation.\n Source: `strategies/csv_gender_equality_action_plan_-_progress_report.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan_-_progress_report.pdf)`\n- 5 Supporting Statement – November 2024\nUpdate to Progress Audit Data – October 2024\nCourt Services Victoria (CSV) was found compliant with its obligations under the Gender Equality Act 2020\n(Vic) on 1 October 2024.\n Source: `strategies/csv_gender_equality_action_plan_-_progress_report.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan_-_progress_report.pdf)`\n- [Page 10]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nPRIORITY 5\nBUILDING\nUNDERSTANDING,\nCONFIDENCE\nAND TRUST\nThe Victorian courts and VCAT Building confidence and trust across our stakeholders and OUR ACTIONS\ncontribute to social cohesiveness the Victorian community is fundamental to the operation of Beginning immediately, and to be completed progressively\ncourts and the justice system.\nand economic prosperity by over the next five years, we will:\nFair, impartial, accessible, effective and efficient courts\nresolving disputes and deciding f Engage with court users to understand what accessibility\ncontribute to trust and confidence in the justice system.\ncases according to law, in a timely, and contemporary service looks like to them to guide how\nThe majority of Victorians have little direct contact with the we can improve.\nfair and accessible manner.\n Source: `strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)`\n- The Bench book is available on the Judicial College’s website:\nhttps://resources.judicialcollege.vic.edu.au/article/1053839\nTraining for judicial and administrative staff\nThe Judicial College has delivered training and developed a range of educational resources on:\n• conducting ground rules hearings\n• working with intermediaries\n• questioning of and communication with vulnerable witnesses\n• skills and strategies for managing self-represented litigants in the courtroom who have\ncognitive impairments and/or mental illness\n• motivational interviewing and\nOctober 2025\nPage 5 of 16\n Source: `reviews/response-to-recommendations-royal-commission-into-violence-abuse-neglect-exploit.pdf (https://courts.vic.gov.au/sites/default/files/publications/response-to-recommendations-royal-commission-into-violence-abuse-neglect-exploitation-people-disability.pdf)`\n\n## Key Issues, Risks, and Recommendations\n\n- [Page 14]\nRecommendation 3\nEnhancement Opportunities\nUndertake a risk assessment of CSV, the courts\nand VCAT, to identify and assess all sexual\nOpportunity 2: CSV should consider committing to\nharassment work hazards, using a work health\nthe development of a ‘sexual harassment prevention\nand safety risk framework.\nplan’ consistent with Standard 2 of the Victorian Equal\nOpportunity and Human Rights Commission (VEOHRC) This risk assessment should be part of the\nGuideline: Preventing and responding to workplace sexual workplace gender equality audit required by\nharassment (2020).13 the Gender Equality Act 2020 and should be\ninformed by:\nSub-point c. of Recommendation 2 refers to the six (6)\na. the WorkSafe Victoria Guide Work – related\nstandards of the VEOHRC guideline, where Standard 2 is a\ngendered violence including sexual\n‘Prevention Plan’.\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- [Page 2]\n2 April 2024\nLouise Anderson\nChief Executive Officer\nCourt Services Victoria\nLaw Courts, Melbourne VIC 3000\nDear Louise,\nThank you for providing Ashurst Risk Advisory Pty Ltd with the opportunity to conduct an\nindependent audit of the 20 recommendations from the Szoke Review.\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- Responsibility Responsibility\nCourt Services Victoria Courts Council\nCourt Services Victoria\nOverview\nOverview\nImplementation Status\nMet Implementation Status\nPartially met\nEnhancement Opportunities\nNil Enhancement Opportunities\nNil\nFindings\nFindings\nPerformance metrics were incorporated into the\nPerformance and Learning Management System (PALMS) On 22 June 2023, CSV engaged Ashurst Risk Advisory\nfor the 2021-22 Performance Cycle. to conduct the independent audit in response to\nrecommendation 20.\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- The performance metrics were reviewed by the People\nand Culture Leadership Group in July 2022 for the 2022- Ashurst Risk Advisory conducted the independent audit\n23 performance management cycle and a further set of with support from Ashurst Australia (for legislative\nmetrics have been included in the 2022-23 Performance related recommendations), and Sentis (for culture\nDevelopment Plans for all staff and managers. focused recommendations).\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- Public Sector, CSV conducted its baseline Recommendation 3 of the Review of Sexual\nHarassment in Victorian Courts and VCAT suggested\nWorkplace Gender Audit14 in alignment with\nCSV undertake a risk assessment to identify and\nthe seven key gender equality indicators.\nassess all sexual harassment work hazards using a\nCSV participated in the People Matter Survey during work health and safety risk framework, and that this\nMay 2021 and 881 responses were received – 528 risk assessment should be part of the Audit.\n Source: `strategies/csv_gender_equality_action_plan.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan.pdf)`\n- Urgent action on all\ntwenty recommendations is how we change behaviour and culture.”5\nIndependent audit\nRecommendation 20 of the Review, was:\n“Within two years, commission an independent audit of the implementation of the\nReview recommendations and the effectiveness of the interventions implemented\nand make the audit report public.”\nAshurst Risk Advisory was engaged by CSV to conduct an independent audit in response\nto Recommendation 20.\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- [Page 6]\nAudit findings Conclusion\nIn relation to the Review’s 20 recommendations, we made The Review and its recommendations have been a catalyst\nthe following findings about whether the intention of the for meaningful and positive change to prevent and manage\nReview’s recommendations were met: the risk of sexual harassment in Victorian Courts and VCAT.\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- [Page 8]\nScope and Approach\nAshurst Risk Advisory was engaged to conduct an Our audit comments on whether the activities undertaken\nindependent audit as contemplated by Recommendation 20 to implement the Review’s recommendations met the\nof the Review.\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- [Page 11]\nDetailed Findings\nThe below table provides an overview of the audit findings:\nRecommendation Responsibility Implementation Enhancement\nStatus Opportunities\nStrong & effective leadership driving successful, long term reform\nR1 Champion a healthy positive workplace culture CSV Met Identified\nA positive workplace culture\nR2 Sexual Harassment Policy CSV Met Identified\nR3 Risk Assessment sexual harassment CSV Met Identified\nR4 Review of recruitment of staff working with Judicial Officers CSV Met Nil\nR5 Appointment of Judicial Officers Attorney General Partially met Identified\nR6 Appointment of Senior Counsel Chief Justice Met Nil\nDiversity and gender equity\nR7 Judicial College Membership Attorney General Met Nil\nR8 Equality bench book Judicial College Met Nil\nVictim-centred support, reporting and response\nR9 Victim-survivor centred response CSV Met Nil\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- [pages 1,2,3,4,5,6]\n[Page 1]\nCourt Services Victoria\nIndependent Audit Service\nIn response to Recommendation 20 of the Szoke review:\nWithin two years, commission an independent audit of the implementation\nof the Review recommendations and the effectiveness of the interventions\nimplemented and make the audit report public.\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- Yours sincerely,\nTony Morris\nAshurst Risk Advisory\nPartner\nM +61 403 241 497\ntony.morris@ashurst.com\nWe acknowledge the Bunurong Boon Wurrung and Wurundjeri\nWoi Wurrung peoples of the Eastern Kulin Nation on which we\nundertook this audit.\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- 1 Review of Sexual Harassment in Victorian Courts, ‘Prevention and Addressing Sexual Harassment in Victorian Courts\nand VCAT, Report and Recommendations’, March 2021\n2 Refer page 22 of the Review, 1.1 Scope of the Review\n3 Kate Jenkins AO, Respect@Work: National Inquiry Report (2020) Commissioner’s Foreword\n4 Dr Helen Szoke AO, Preventing and Addressing Sexual Harassment in Victorian Courts and VCAT\n5 Dr Helen Szoke AO, Preventing and Addressing Sexual Harassment in Victorian Courts and VCAT\n6 This audit did not include a determination of the effectiveness of the implementation of the 20 recommendations.\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- The SHR team\nsupport that can be provided to bystanders;\ncommitted to a range of implementation activities, which\ni. makes clear that confidentiality obligations have mostly been actioned, to aid in the promotion and\nbetween judicial staff and judicial officers do embedding of the policy across the organisation.\nnot prevent staff from making a complaint\nThe audit acknowledges CSV took the opportunity when\nabout misconduct;\nimplementing Recommendation 2 to not only design the\nj. covers the consumption of alcohol by all Sexual Harassment and Victimisation Policy, but to also\nstaff, contractors, judicial officers and VCAT consult, draft and develop the following additional policies\nmembers; and and guidelines to set the standards of expected behaviour in\nthe workplace:\nk. addresses the issue of consensual personal\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- [Page 28]\nRecommendation 15 Recommendation 16\nThe Equal Opportunity Act 2010 and The Victorian Government explore further\nOccupational Health and Safety Act 2004 should changes to the Equal Opportunity Act 2010 to\nbe amended to ensure that all persons address systemic issues of sexual harassment\nworking in Victorian Courts and VCAT, as well as discrimination and victimisation.\nincluding judicial officers and VCAT members, This should include changes to the powers and\nare protected against sexual harassment and functions under the Act to enforce the current\nprohibited from sexually harassing others. positive duty.\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n\n## Corporate Values and Operating Culture\n\n- [Page 10]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nPRIORITY 5\nBUILDING\nUNDERSTANDING,\nCONFIDENCE\nAND TRUST\nThe Victorian courts and VCAT Building confidence and trust across our stakeholders and OUR ACTIONS\ncontribute to social cohesiveness the Victorian community is fundamental to the operation of Beginning immediately, and to be completed progressively\ncourts and the justice system.\nand economic prosperity by over the next five years, we will:\nFair, impartial, accessible, effective and efficient courts\nresolving disputes and deciding f Engage with court users to understand what accessibility\ncontribute to trust and confidence in the justice system.\ncases according to law, in a timely, and contemporary service looks like to them to guide how\nThe majority of Victorians have little direct contact with the we can improve.\nfair and accessible manner.\n Source: `strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)`\n- [Page 6]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nPRIORITY 1\nEXCELLENCE\nIN COURT AND\nTRIBUNAL\nADMINISTRATION\nCourt Services Victoria is To achieve this, we will support courts and VCAT in their f Work toward long term financial sustainability by\ncommitted to excellence in the delivery of justice, and pursue opportunities to streamline improving the efficiency of service delivery and redirecting\nservice delivery, reduce duplication and implement service resources to maintain and improve frontline services.\ndelivery of services to its users,\nimprovements to become more effective, efficient and f Engage with our justice sector partners and stakeholders\nthe community and government.\nimprove financial sustainability. to work in more connected ways that improve information\nTechnology, workforce and data\n Source: `strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)`\n- [Page 11]\nDetailed Findings\nThe below table provides an overview of the audit findings:\nRecommendation Responsibility Implementation Enhancement\nStatus Opportunities\nStrong & effective leadership driving successful, long term reform\nR1 Champion a healthy positive workplace culture CSV Met Identified\nA positive workplace culture\nR2 Sexual Harassment Policy CSV Met Identified\nR3 Risk Assessment sexual harassment CSV Met Identified\nR4 Review of recruitment of staff working with Judicial Officers CSV Met Nil\nR5 Appointment of Judicial Officers Attorney General Partially met Identified\nR6 Appointment of Senior Counsel Chief Justice Met Nil\nDiversity and gender equity\nR7 Judicial College Membership Attorney General Met Nil\nR8 Equality bench book Judicial College Met Nil\nVictim-centred support, reporting and response\nR9 Victim-survivor centred response CSV Met Nil\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- [pages 11,12,13]\nmission\nOrganisational capability and knowledge\nR11 Awareness Raising Campaign CSV Met Nil\nR12 Targeted training CSV Met Nil\nR13 Education program – judicial officers and VCAT members Judicial College Partially met Identified\nHeads of\nJurisdiction\nR14 Specific expertise to Human Resources Committee CSV Met Nil\nEnsuring integrity and accountability\nR15 Amend EO Act and OHS Act Attorney General Partially met Nil\nR16 Review EO Act to enhance systemic powers Attorney General Met Nil\nR17 Supplementary Guideline for judicial officers and VCAT Judicial Met Nil\nmembers Commission\nEffective monitoring and evaluation\nR18 Annual survey CSV Met Nil\nR19 Build metrics into performance management CSV Met Nil\nR20 Independent Audit CSV Partially met Nil\nCourt Services Victoria: Independent Audit Service 11\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- [Page 18]\nCourt Services Victoria Gender Equality Action Plan\nMeasures Outcomes Timeline Accountability\n2.2 Review and develop A Bullying, discrimination, harassment and Commenced Sexual\npolicies, processes and victimisation policy and associated training 2021 Harassment and\nguidelines to address and education is developed and implemented Respect team\ninappropriate workplace as part of the sexual harassment program\nPeople and\nbehaviours. of work.\n Source: `strategies/csv_gender_equality_action_plan.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan.pdf)`\n- [Page 8]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nPRIORITY 3\nDIVERSE,\nCOLLABORATIVE,\nETHICAL AND\nCAPABLE PEOPLE\nFoundational to effective We believe it is important that every person working at and practical support to Aboriginal people, and build\nservice delivery is our Court Services Victoria feels connected to and understands greater organisational cultural awareness.\ndedicated, professional and our purpose, and strives for the highest ethical standards in f Implement our ‘Self-determination Action Plan’ to build a\neverything they do. more Koori inclusive courts environment for Koori staff,\npassionate workforce.\n Source: `strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)`\n- [Page 13]\nRecommendation 2\nDevelop, promote and implement a sexual Responsibility\nharassment policy that covers all staff and\nCourt Services Victoria\ncontractors and:\nCourts Executive\na. sets out clear standards of behaviour;\nb. sets out the standard of behaviour that can be Overview\nexpected in dealings with judicial officers and\nVCAT members; Implementation Status\nc. meets the six minimum standards for Met\nemployers listed in the Victorian Equal\nOpportunity and Human Rights Commission’s\nEnhancement Opportunities\nGuideline: Preventing and responding to\nWorkplace sexual harassment (2020); Identified\nd. recognises CSV’s positive obligations under\nthe Equal Opportunity Act 2010 and the\nOccupational Health and Safety Act 2004;\ne. adopts a victim-survivor-centred response to\ninstances of sexual harassment;\nf. clearly sets out all internal and external\nFindings\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)`\n- [Page 14]\nCourt Services Victoria Gender Equality Action Plan\nTable 2: Measures to enable our employees to achieve their full potential\nMeasures Outcomes Timeline Accountability\n1.1 Embed Gender Impact Conduct of Gender Impact Assessments Commenced People and\nAssessment processes across is incorporated into project management 2021 and Culture\nthe organisation. processes and resources. ongoing\nProjects and\nConduct of Gender Impact Assessments Business\nis incorporated into the annual budget Improvement\nbid process.\n Source: `strategies/csv_gender_equality_action_plan.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan.pdf)`\n\n## Global Ideas and Case Study Inputs\n\n_No global-intelligence source text found yet. Run `CLAUDE/global-ideas-scraper.py ` to populate case-study sources._\n\n## Source Artifacts Used\n\n- `strategies/csv_gender_equality_action_plan.pdf` - strategies - https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan.pdf\n- `strategies/csv_gender_equality_action_plan_-_progress_report.pdf` - strategies - https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan_-_progress_report.pdf\n- `strategies/csv_gender_equality_action_plan_-_progress_report_summary.pdf` - strategies - https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan_-_progress_report_summary.pdf\n- `strategies/csv_strategic_plan_2020-2025_feb21.pdf` - strategies - https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf\n- `reviews/response-to-recommendations-royal-commission-into-violence-abuse-neglect-exploit.pdf` - reviews - https://courts.vic.gov.au/sites/default/files/publications/response-to-recommendations-royal-commission-into-violence-abuse-neglect-exploitation-people-disability.pdf\n- `reviews/sexual-harassment-independent-audit-report-phase-one.pdf` - reviews - https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf\n- `pages/about.html` - pages - https://www.courts.vic.gov.au/about-csv\n- `pages/contact.html` - pages - https://www.courts.vic.gov.au/contact-us\n- `pages/homepage.html` - pages - https://www.courts.vic.gov.au/\n- `pages/news-latest.html` - pages - https://www.courts.vic.gov.au/news/new-guideline-assist-litigation-guardians\n- `pages/publications-index.html` - pages - https://www.courts.vic.gov.au/publications/litigation-guardians-general-guideline\n- `pages/recommendations-index.html` - pages - https://www.courts.vic.gov.au/about-csv/sexual-harassment-main/sexual-harassment-review-recommendations-and-progress\n- `pages/recommendations-index__05.html` - pages - https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf\n- `pages/royal-commissions-index.html` - pages - https://www.courts.vic.gov.au/publications/response-recommendations-royal-commission-violence-abuse-neglect-and-exploitation\n- `pages/royal-commissions-index__04.html` - pages - https://www.courts.vic.gov.au/publications/response-recommendations-royal-commission-violence-abuse-neglect-and-exploitation\n- `pages/strategies-index.html` - pages - https://www.courts.vic.gov.au/about-csv/strategic-plan\n- `pages/strategies-index__00.html` - pages - https://www.courts.vic.gov.au/about-csv/strategic-plan\n- `pages/strategies-index__01.html` - pages - https://www.courts.vic.gov.au/about-csv/gender-equality-action-plan\n- `pages/strategies-index__02.html` - pages - https://www.courts.vic.gov.au/resources/caseload-data\n- `pages/strategies-index__03.html` - pages - https://www.courts.vic.gov.au/publications/court-services-victoria-strategic-plan-2020-2025\n- `pages/structure.html` - pages - https://www.courts.vic.gov.au/about-csv/functions-and-structure/organisation-chart\n- `other-pdfs/litigation-guardians-general-guideline.pdf` - other-pdfs - https://courts.vic.gov.au/sites/default/files/publications/litigation-guardians-general-guideline.pdf\n\n## Gaps To Fix\n\n- No corporate plan text source found.\n- No annual report text source found.\n- No global comparison/case-study sources found.", "legislation_md": "# Court Services Victoria - Acts and Legislation Discovery\n\n**Generated at**: 2026-05-09T21:32:06.385862+00:00\n**Entity ID**: S-VIC-044\n**Jurisdiction**: Victoria\n**Portfolio**: Justice\n\n> This is an evidence-based discovery list from scraped department material. A mention does not always mean the department administers the legislation; high-confidence and official register links should be reviewed.\n\n## Summary\n\n- Source files scanned: 22\n- Unique legislation references found: 14\n\n| Type | Count |\n|---|---:|\n| Act | 14 |\n\n## Legislation References\n\n### Gender Equality Act 2020\n\n**Type**: Act\n**Confidence**: high\n**Mentions**: 5\n**Register search**: https://www.legislation.vic.gov.au/search?q=Gender+Equality+Act+2020\n\n**Sources**:\n- `pages/strategies-index__01.html`\n- `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl`\n- `strategies/csv_gender_equality_action_plan_-_progress_report.pages.jsonl`\n- `strategies/csv_gender_equality_action_plan_-_progress_report_summary.pages.jsonl`\n\n**Evidence contexts**:\n- s, the Plan outlines a program of measures that will be implemented across the Courts Group to progress towards workplace gender equality.\nProgress report\nCSV has successfully submitted its first progress report and audit, fulfilling its obligations under the\nGender Equality Act 2020\nand taking another step towards achieving gender equality across our operations.\nHighlights include:\nFinalised the CSV People Strategy 2023-2026\nImplemented the Peer Support Network and Contact Officer Program\nLaunched employee networks, including the CSV Pri\n Source: `pages/strategies-index__01.html`\n- nt with Standard 2 of the Victorian Equal\nOpportunity and Human Rights Commission (VEOHRC) This risk assessment should be part of the\nGuideline: Preventing and responding to workplace sexual workplace gender equality audit required by\nharassment (2020).13 the Gender Equality Act 2020 and should be\ninformed by:\nSub-point c. of Recommendation 2 refers to the six (6)\na. the WorkSafe Victoria Guide Work – related\nstandards of the VEOHRC guideline, where Standard 2 is a\ngendered violence including sexual\n‘Prevention Plan’. The standard states\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl`\n- er peoples.\nCourt Services Victoria acknowledges the ongoing leadership of Aboriginal communities across\nVictoria in striving to build on these strengths to address inequalities and improve Aboriginal justice\noutcomes.\nBackground\nAs a defined entity under the Gender Equality Act 2020 (the Act), Court Services Victoria (CSV) must\npublicly report on progress towards gender equality in its workplaces and in its public policies, programs and\nservices every two years. Reporting on progress ensures that organisations covered by the Act are meet\n Source: `strategies/csv_gender_equality_action_plan_-_progress_report.pages.jsonl`\n- is GIA was commenced in the reporting period\nand will be reported in the next progress report.\n5 Supporting Statement – November 2024\nUpdate to Progress Audit Data – October 2024\nCourt Services Victoria (CSV) was found compliant with its obligations under the Gender Equality Act 2020\n(Vic) on 1 October 2024.\nUpon receiving feedback from the Commission for Gender Equality in the Public Sector, CSV conducted a\nreview of its submission of parental leave data. This revealed anomalies whereby some periods of parental\nleave ending outside the r\n Source: `strategies/csv_gender_equality_action_plan_-_progress_report.pages.jsonl`\n- [page 1]\nCSV Gender Equality Action Plan Progress Report – Summary\nAs a defined entity under the Gender Equality Act 2020 (the Act), Court Services Victoria (CSV) must publicly\nreport on progress towards gender equality in its workplaces and in its public policies, programs and services\nevery two years. Reporting on progress ensures that organisations covered by the Act are meet\n Source: `strategies/csv_gender_equality_action_plan_-_progress_report_summary.pages.jsonl`\n\n### Equal Opportunity Act 2010\n\n**Type**: Act\n**Confidence**: high\n**Mentions**: 4\n**Register search**: https://www.legislation.vic.gov.au/search?q=Equal+Opportunity+Act+2010\n\n**Sources**:\n- `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl`\n\n**Evidence contexts**:\n- dards for Met\nemployers listed in the Victorian Equal\nOpportunity and Human Rights Commission’s\nEnhancement Opportunities\nGuideline: Preventing and responding to\nWorkplace sexual harassment (2020); Identified\nd. recognises CSV’s positive obligations under\nthe Equal Opportunity Act 2010 and the\nOccupational Health and Safety Act 2004;\ne. adopts a victim-survivor-centred response to\ninstances of sexual harassment;\nf. clearly sets out all internal and external\nFindings\nreporting options, including processes and\npotential outcomes;\nThe Sexual H\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl`\n- nisational change through\nhis extensive career as a lawyer and academic. One of\n18 https://www.ibanet.org/MediaHandler?id=B29F6FEA-889F-49CF-8217-F8F7D78C2479\nCourt Services Victoria: Independent Audit Service 27\n\n[page 28]\nRecommendation 15 Recommendation 16\nThe Equal Opportunity Act 2010 and The Victorian Government explore further\nOccupational Health and Safety Act 2004 should changes to the Equal Opportunity Act 2010 to\nbe amended to ensure that all persons address systemic issues of sexual harassment\nworking in Victorian Courts and VCAT, a\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl`\n- CF-8217-F8F7D78C2479\nCourt Services Victoria: Independent Audit Service 27\n\n[page 28]\nRecommendation 15 Recommendation 16\nThe Equal Opportunity Act 2010 and The Victorian Government explore further\nOccupational Health and Safety Act 2004 should changes to the Equal Opportunity Act 2010 to\nbe amended to ensure that all persons address systemic issues of sexual harassment\nworking in Victorian Courts and VCAT, as well as discrimination and victimisation.\nincluding judicial officers and VCAT members, This should include changes to the powers an\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl`\n- ject\nrespect of judicial immunity and judicial independence and to government direction, potential next steps could involve\nthe potential interaction with the Sex Discrimination Act preparing legislative amendments which may include\n1984 (Cth). changes to the Equal Opportunity Act 2010.\n19 Work-related gendered violence including sexual harassment (PDF version) | WorkSafe Victoria\n28 Court Services Victoria: Independent Audit Service\n\n[page 29]\nRecommendation 17\nFindings\nPublish a supplementary guideline for judicial\nA supplementary guideli\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl`\n\n### Court Services Victoria Act 2014\n\n**Type**: Act\n**Confidence**: high\n**Mentions**: 3\n**Register search**: https://www.legislation.vic.gov.au/search?q=Court+Services+Victoria+Act+2014\n\n**Sources**:\n- `pages/about.html`\n- `strategies/csv_gender_equality_action_plan.pages.jsonl`\n\n**Evidence contexts**:\n- rt Services Victoria on 1 July 2014 heralded a new era of independence for Victoria's courts. From that day, judicial services became independent of the executive arm of government and Victoria's courts and tribunals became accountable directly to parliament.\nThe\nCourt Services Victoria Act 2014\nestablishes CSV as an independent statutory body corporate to provide services and facilities to Victoria’s courts, Victorian Civil and Administrative Tribunal, the Judicial College of Victoria and the Judicial Commission of Victoria. CSV was formed to streng\n Source: `pages/about.html`\n- VCAT Members\nCourts Group A member of VCAT who is not a judicial officer.\nVictoria’s Supreme, County, Magistrates’, Children’s and\nCoroners courts, VCAT, the Judicial College of Victoria\nand the Judicial Commission of Victoria, and Court\nServices Victoria.\n12 Court Services Victoria Act 2014, s8.\n13 Court Services Victoria Act 2014, s36.\n28\n\n[page 31]\nCourt Services Victoria Gender Equality Action Plan\nAppendix 1\nCourt Services Victoria\nWorkplace Gender Audit\nFollowing the guidance provided by As part of the Workplace Gender Audit, CSV also\nthe C\n Source: `strategies/csv_gender_equality_action_plan.pages.jsonl`\n- T who is not a judicial officer.\nVictoria’s Supreme, County, Magistrates’, Children’s and\nCoroners courts, VCAT, the Judicial College of Victoria\nand the Judicial Commission of Victoria, and Court\nServices Victoria.\n12 Court Services Victoria Act 2014, s8.\n13 Court Services Victoria Act 2014, s36.\n28\n\n[page 31]\nCourt Services Victoria Gender Equality Action Plan\nAppendix 1\nCourt Services Victoria\nWorkplace Gender Audit\nFollowing the guidance provided by As part of the Workplace Gender Audit, CSV also\nthe Commission for Gender Equality in the cond\n Source: `strategies/csv_gender_equality_action_plan.pages.jsonl`\n\n### Occupational Health and Safety Act 2004\n\n**Type**: Act\n**Confidence**: high\n**Mentions**: 3\n**Register search**: https://www.legislation.vic.gov.au/search?q=Occupational+Health+and+Safety+Act+2004\n\n**Sources**:\n- `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl`\n\n**Evidence contexts**:\n- he Victorian Equal\nOpportunity and Human Rights Commission’s\nEnhancement Opportunities\nGuideline: Preventing and responding to\nWorkplace sexual harassment (2020); Identified\nd. recognises CSV’s positive obligations under\nthe Equal Opportunity Act 2010 and the\nOccupational Health and Safety Act 2004;\ne. adopts a victim-survivor-centred response to\ninstances of sexual harassment;\nf. clearly sets out all internal and external\nFindings\nreporting options, including processes and\npotential outcomes;\nThe Sexual Harassment and Victimisation Policy was\ng. explai\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl`\n- of\n18 https://www.ibanet.org/MediaHandler?id=B29F6FEA-889F-49CF-8217-F8F7D78C2479\nCourt Services Victoria: Independent Audit Service 27\n\n[page 28]\nRecommendation 15 Recommendation 16\nThe Equal Opportunity Act 2010 and The Victorian Government explore further\nOccupational Health and Safety Act 2004 should changes to the Equal Opportunity Act 2010 to\nbe amended to ensure that all persons address systemic issues of sexual harassment\nworking in Victorian Courts and VCAT, as well as discrimination and victimisation.\nincluding judicial officers and VCAT memb\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl`\n- ew Overview\nImplementation Status Implementation Status\nPartially met Met\nEnhancement Opportunities Enhancement Opportunities\nNil Nil\nFindings Findings\nThe component of recommendation 15 relating to the DJCS stated any change to the law is ultimately a matter\nOccupational Health and Safety Act 2004 (OHS Act) is for government. DJCS noted that recommendation 16\nconsidered to have been addressed by WorkSafe Victoria significantly overlaps with recommendations from other\nissuing updated non-statutory guidance on existing OHS Act reviews, including the Parl\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl`\n\n### Associate Judge of the Supreme Victoria Act 2014\n\n**Type**: Act\n**Confidence**: medium\n**Mentions**: 1\n**Register search**: https://www.legislation.vic.gov.au/search?q=Associate+Judge+of+the+Supreme+Victoria+Act+2014\n\n**Sources**:\n- `strategies/csv_gender_equality_action_plan.pages.jsonl`\n\n**Evidence contexts**:\n- associates to a Judge of the\nSupreme or County Court, tipstaves of a Judge of the\nCourt Services Victoria is an independent statutory\nSupreme Court or County Court and secretaries of,\nbody established under section 5 of the Court Services\nor associates to, an Associate Judge of the Supreme\nVictoria Act 2014 to support the operation of the courts\nor County Courts.13\nand tribunals independently of the direction of the\nexecutive branch of government.\nJurisdictions\nIts function is to provide, or arrange for the provision of,\nVictorian courts and tribunal, which are\n Source: `strategies/csv_gender_equality_action_plan.pages.jsonl`\n\n### Courts Council OHS Act Occupational Health and Safety Act 2004\n\n**Type**: Act\n**Confidence**: medium\n**Mentions**: 1\n**Register search**: https://www.legislation.vic.gov.au/search?q=Courts+Council+OHS+Act+Occupational+Health+and+Safety+Act+2004\n\n**Sources**:\n- `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl`\n\n**Evidence contexts**:\n- report\nCEO Chief Executive Officer\nCOO Chief Operating Officer\nCSV Court Services Victoria\nDJCS The Department of Justice and Community Safety\nDr Szoke Dr Helen Szoke, as the author of the Review\nHSCC Health Safety and Culture Committee, a subcommittee of the Courts Council\nOHS Act Occupational Health and Safety Act 2004 (Vic)\nPALMS Performance and Learning Management System\nSHR team Sexual Harassment and Respect team whom were a commissioned resource to oversee the\nimplementation of the Review recommendations\nThe College The Judicial College of Victoria\nThe Commission The Ju\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl`\n\n### Findings Amend the Judicial College of Victoria Act 2001\n\n**Type**: Act\n**Confidence**: medium\n**Mentions**: 1\n**Register search**: https://www.legislation.vic.gov.au/search?q=Findings+Amend+the+Judicial+College+of+Victoria+Act+2001\n\n**Sources**:\n- `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl`\n\n**Evidence contexts**:\n- rian Legal Services Board and Commissioner, as well as\ninternally within the Court.\nThe amendments to the appointment criteria addressed\nsub-points a. to c. of Recommendation 6.\n18 Court Services Victoria: Independent Audit Service\n\n[page 19]\nRecommendation 7\nFindings\nAmend the Judicial College of Victoria Act 2001\nOn 31 May 2022, the Judicial College of Victoria Act 2001 was\nto cover the appointment of at least three\namended reflecting the appointment of directors in line with\nand up to four directors who are not judicial\nthe requirements of Recommendation 7.\nofficers.\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl`\n\n### Judicial College of Victoria Act 2001\n\n**Type**: Act\n**Confidence**: medium\n**Mentions**: 1\n**Register search**: https://www.legislation.vic.gov.au/search?q=Judicial+College+of+Victoria+Act+2001\n\n**Sources**:\n- `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl`\n\n**Evidence contexts**:\n- Court.\nThe amendments to the appointment criteria addressed\nsub-points a. to c. of Recommendation 6.\n18 Court Services Victoria: Independent Audit Service\n\n[page 19]\nRecommendation 7\nFindings\nAmend the Judicial College of Victoria Act 2001\nOn 31 May 2022, the Judicial College of Victoria Act 2001 was\nto cover the appointment of at least three\namended reflecting the appointment of directors in line with\nand up to four directors who are not judicial\nthe requirements of Recommendation 7.\nofficers. At least two of these directors must\nhave broad experienc\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl`\n\n### Judicial Commission of Victoria Act 2016\n\n**Type**: Act\n**Confidence**: medium\n**Mentions**: 1\n**Register search**: https://www.legislation.vic.gov.au/search?q=Judicial+Commission+of+Victoria+Act+2016\n\n**Sources**:\n- `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl`\n\n**Evidence contexts**:\n- and if appropriate\nCommission produced a confidential document called\nmake recommendations to the Attorney-\nthe Legislation Change Recommendations arising out of\nGeneral for legislative amendments to the\nthe Judicial Review. The document is a summary table of\nJudicial Commission of Victoria Act 2016 to\nendorsed legislative change recommendations, which\nstrengthen sexual harassment complaint and\nwas provided on a strictly confidential basis, noting the\ninvestigation processes by:\nrecommendations and their content are the subject of\na. giving the Judicial\n Source: `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl`\n\n### Public Administration of the Supreme Court and County Court. Act 2004\n\n**Type**: Act\n**Confidence**: medium\n**Mentions**: 1\n**Register search**: https://www.legislation.vic.gov.au/search?q=Public+Administration+of+the+Supreme+Court+and+County+Court.+Act+2004\n\n**Sources**:\n- `strategies/csv_gender_equality_action_plan.pages.jsonl`\n\n**Evidence contexts**:\n- Services Victoria Gender Equality Action Plan\nGlossary\nAssociate Employee\nAssociates are judicial employees who provide legal All CSV staff, other than judicial employees are\nresearch, in‑court duties and other support for judges employed under Part 3 of the Public Administration\nof the Supreme Court and County Court. Act 2004 (PAA). Judicial employees are employed\nunder Division 3 of Part 6 of the PAA.12 Judicial\nCourt Services Victoria (CSV)\nemployees include associates to a Judge of the\nSupreme or County Court, tipstaves of a Judge of the\nCourt Services Victoria is an independen\n Source: `strategies/csv_gender_equality_action_plan.pages.jsonl`\n\n### Charter of Human Rights and Responsibilities Act 2006\n\n**Type**: Act\n**Confidence**: low\n**Mentions**: 1\n**Register search**: https://www.legislation.vic.gov.au/search?q=Charter+of+Human+Rights+and+Responsibilities+Act+2006\n\n**Sources**:\n- `reviews/response-to-recommendations-royal-commission-into-violence-abuse-neglect-exploit.pages.jsonl`\n\n**Evidence contexts**:\n- oyal Commission into\nViolence, Abuse, Neglect and Exploitation of People with\nCourt Services Victoria Disability\n5.6 Human Rights References Committee\nCSV has established a Human Rights References Committee which provides advice on CSV’s\nobligations under the Charter of Human Rights and Responsibilities Act 2006, as well as address\nany systemic issues that may arise across the Courts and Tribunals.\nThe Committee provided oversight for the development of the Youth, Disability, Cautioning and\nDiversion Pilot Program, as well as the Charter of Rights for parents and car\n Source: `reviews/response-to-recommendations-royal-commission-into-violence-abuse-neglect-exploit.pages.jsonl`\n\n### Civil Procedure Act 2010\n\n**Type**: Act\n**Confidence**: low\n**Mentions**: 1\n**Register search**: https://www.legislation.vic.gov.au/search?q=Civil+Procedure+Act+2010\n\n**Sources**:\n- `other-pdfs/litigation-guardians-general-guideline.pages.jsonl`\n\n**Evidence contexts**:\n- .\nMarch 2026\nVersion: 1.0 Page 5 of 10\n\n[page 8]\nCourt Services Victoria Litigation Guardians: A General Guideline\n9.1 Comply with laws, policies and lawful directions\nYou must:\n♦ comply with:\n any relevant laws, rules, policies and procedures, including the Civil Procedure Act 2010\nobligations to facilitate the just, efficient, timely and cost-effective resolution of the real\nissues in dispute\n any lawful directions given by the Court\n♦ take steps to understand the law applicable to the performance of your role and\nresponsibilities, an\n Source: `other-pdfs/litigation-guardians-general-guideline.pages.jsonl`\n\n### Disability Discrimination Act 1992\n\n**Type**: Act\n**Confidence**: low\n**Mentions**: 1\n**Register search**: https://www.legislation.vic.gov.au/search?q=Disability+Discrimination+Act+1992\n\n**Sources**:\n- `reviews/response-to-recommendations-royal-commission-into-violence-abuse-neglect-exploit.pages.jsonl`\n\n**Evidence contexts**:\n- S) commenced on 18 November 2024 and replaced\nthe Victims of Crime Assistance Tribunal (VOCAT).\n5.4 CSV’s Built Environment\nCSV is committed to ensuring its facilities and services are inclusive and accessible for all court\nusers. CSV is continuing to deliver Disability Discrimination Act 1992 (DDA) accessible\ninfrastructure compliance upgrades across ten regional courts:\n• Colac\n• Hamilton\n• Robinvale\n• Benalla,\n• Cobram,\n• St Arnaud,\n• Castlemaine\n• Wangaratta\n• Bacchus Marsh, and\n• Sale.\nOctober 2025\nPage 14 of 16\n\n[page 15]\nResponse to Recommen\n Source: `reviews/response-to-recommendations-royal-commission-into-violence-abuse-neglect-exploit.pages.jsonl`\n\n### Guardianship and Administration Act 2019\n\n**Type**: Act\n**Confidence**: low\n**Mentions**: 1\n**Register search**: https://www.legislation.vic.gov.au/search?q=Guardianship+and+Administration+Act+2019\n\n**Sources**:\n- `reviews/response-to-recommendations-royal-commission-into-violence-abuse-neglect-exploit.pages.jsonl`\n\n**Evidence contexts**:\n- e de-identified, as appropriate. It should be disaggregated, to the greatest\nextent possible, by:\n• disability status\n• types of impairment\n• age\n• gender\n• First Nations people\n• culturally and linguistically diverse people\n• people who identify as LGBTIQA+.\nThe Guardianship and Administration Act 2019 (Vic) empowers the Victorian Civil and\nAdministrative Tribunal (VCAT) to issue an order granting consent for special (medical) treatment\nfor individuals aged 18 or older who are unable to consent to the proposed treatment. A person is\ndeemed incapable of prov\n Source: `reviews/response-to-recommendations-royal-commission-into-violence-abuse-neglect-exploit.pages.jsonl`\n\n## Files Scanned\n\n- `pages/about.html` (page)\n- `pages/contact.html` (page)\n- `pages/homepage.html` (page)\n- `pages/news-latest.html` (page)\n- `pages/publications-index.html` (page)\n- `pages/recommendations-index.html` (page)\n- `pages/recommendations-index__05.html` (page)\n- `pages/royal-commissions-index.html` (page)\n- `pages/royal-commissions-index__04.html` (page)\n- `pages/strategies-index.html` (page)\n- `pages/strategies-index__00.html` (page)\n- `pages/strategies-index__01.html` (page)\n- `pages/strategies-index__02.html` (page)\n- `pages/strategies-index__03.html` (page)\n- `pages/structure.html` (page)\n- `other-pdfs/litigation-guardians-general-guideline.pages.jsonl` (pdf_pages)\n- `reviews/response-to-recommendations-royal-commission-into-violence-abuse-neglect-exploit.pages.jsonl` (pdf_pages)\n- `reviews/sexual-harassment-independent-audit-report-phase-one.pages.jsonl` (pdf_pages)\n- `strategies/csv_gender_equality_action_plan.pages.jsonl` (pdf_pages)\n- `strategies/csv_gender_equality_action_plan_-_progress_report.pages.jsonl` (pdf_pages)\n- `strategies/csv_gender_equality_action_plan_-_progress_report_summary.pages.jsonl` (pdf_pages)\n- `strategies/csv_strategic_plan_2020-2025_feb21.pages.jsonl` (pdf_pages)", "global_initiatives_md": null, "strategy": { "reporting_period": "2024-25", "corporate_plan_period": "2025-26", "vision": null, "vision_source_page": null, "purposes": "Court Services Victoria provides the means to achieve the collective ambition by providing high-quality, responsive administrative services and is accountable to Courts Council for doing so.", "purposes_source_page": 2, "how_we_deliver": "Court Services Victoria provides the administrative and corporate services necessary for the Victorian courts and VCAT to deliver justice to the Victorian community.", "how_we_deliver_source_page": 2, "government_priorities": [ { "text": "Excellence in court and tribunal administration", "source_page": 5 }, { "text": "Reliable, integrated and innovative technology and digital capabilities", "source_page": 5 }, { "text": "Diverse, collaborative, ethical and capable people", "source_page": 5 }, { "text": "Contemporary, safe and integrated venues", "source_page": 5 }, { "text": "Building understanding, confidence and trust", "source_page": 5 } ], "outcomes": [ { "name": "Outcome 1: Excellence in court and tribunal administration", "description": "Court Services Victoria is committed to excellence in the delivery of justice, and pursue opportunities to streamline service delivery, reduce duplication and implement service delivery improvements to become more effective, efficient and financially sustainable.", "key_activities": [ "Work toward long term financial sustainability by improving the efficiency of service delivery and redirecting resources to maintain and improve frontline services", "Engage with justice sector partners and stakeholders to work in more connected ways that improve information sharing and service outcomes" ], "source_page": 5 } ], "values": [ "always keeping the people who use and work in the court’s environment front of mind", "meaningful community engagement and striving to deliver the best possible experience for court users and the community", "collaborating where appropriate with Government and justice sector bodies", "continually improving the services we deliver" ], "values_framework_name": null, "kpi_targets_2025_26": [ { "code": "CCE01", "measure": "Case completion efficiency", "target": "Stability or improvement", "source_page": null } ], "kpi_results_2024_25": [ { "code": "CCE01", "measure": "Case completion efficiency", "result": "Target met", "status": "Achieved", "source_page": null } ], "_source_urls": { "annual_report_url": "https://courts.vic.gov.au/sites/default/files/publications/csv_annual_report_2017-18.pdf", "corporate_plan_url": "" } }, "ideas": [ { "entity_id": "S-VIC-044", "entity_name": "Court Services Victoria", "folder_name": "Court-Services-Victoria", "category": "Risk & Assurance", "scale": "small", "title": "Recommendation tracker for audits, reviews, and inquiries", "idea": "Publish a single internal tracker for audit/review recommendations, owners, due dates, and implementation evidence.", "quote": "Urgent action on all\ntwenty recommendations is how we change behaviour and culture.”5\nIndependent audit\nRecommendation 20 of the Review, was:\n“Within two years, commission an independent audit of the implementation of the\nReview recommendations and the effectiveness of the interventions implemented\nand make the audit report public.”\nAshurst Risk Advisory was engaged by CSV to conduct an independent audit in response\nto Recommendation 20.", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "Executives / assurance teams", "source": "reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Regulatory capture", "Over-automation of judgement" ] }, { "entity_id": "S-VIC-044", "entity_name": "Court Services Victoria", "folder_name": "Court-Services-Victoria", "category": "Risk & Assurance", "scale": "large", "title": "Integrated assurance and lessons-learned system", "idea": "Create an assurance system that connects audit findings, risk registers, delivery reviews, and investment decisions.", "quote": "Urgent action on all\ntwenty recommendations is how we change behaviour and culture.”5\nIndependent audit\nRecommendation 20 of the Review, was:\n“Within two years, commission an independent audit of the implementation of the\nReview recommendations and the effectiveness of the interventions implemented\nand make the audit report public.”\nAshurst Risk Advisory was engaged by CSV to conduct an independent audit in response\nto Recommendation 20.", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "Executives / assurance teams", "source": "reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage delivery through pilots, benefits tracking, and public reporting." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Regulatory capture", "Over-automation of judgement" ] }, { "entity_id": "S-VIC-044", "entity_name": "Court Services Victoria", "folder_name": "Court-Services-Victoria", "category": "Citizen Services", "scale": "small", "title": "Plain-language service pages and proactive status updates", "idea": "Rewrite high-volume pages and letters into plain language, add status notifications, and measure contact reduction.", "quote": "[Page 7]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nPRIORITY 2\nRELIABLE,\nINTEGRATED\nAND INNOVATIVE\nTECHNOLOGY AND\nDIGITAL CAPABILITIES\nThe unfolding digital revolution Digital transformation has been a key enabler of change to f Develop an overarching Information Technology and Digital\npresents ongoing opportunities improve the experience of people coming to court, reduce the Strategy to guide our future directions and investments to\ndependency on physical locations, automate processes and enable simpler and faster user-centric services.\nfor the Courts Group to\nincrease efficiency. f Continue the digitisation of court and tribunal processes,\nimprove services, innovate, and\nIn response to the coronavirus (COVID-19) pandemic, the taking a ‘digital first’ approach.\nengage with people who come", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "Citizens / service users", "source": "strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Digital exclusion", "Low public trust if feedback is not acted on" ] }, { "entity_id": "S-VIC-044", "entity_name": "Court Services Victoria", "folder_name": "Court-Services-Victoria", "category": "Citizen Services", "scale": "large", "title": "Single front door for life-event based services", "idea": "Bundle services around life events so citizens can complete related steps across agencies in one journey.", "quote": "[Page 7]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nPRIORITY 2\nRELIABLE,\nINTEGRATED\nAND INNOVATIVE\nTECHNOLOGY AND\nDIGITAL CAPABILITIES\nThe unfolding digital revolution Digital transformation has been a key enabler of change to f Develop an overarching Information Technology and Digital\npresents ongoing opportunities improve the experience of people coming to court, reduce the Strategy to guide our future directions and investments to\ndependency on physical locations, automate processes and enable simpler and faster user-centric services.\nfor the Courts Group to\nincrease efficiency. f Continue the digitisation of court and tribunal processes,\nimprove services, innovate, and\nIn response to the coronavirus (COVID-19) pandemic, the taking a ‘digital first’ approach.\nengage with people who come", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "Citizens / service users", "source": "strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage delivery through pilots, benefits tracking, and public reporting." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Digital exclusion", "Low public trust if feedback is not acted on" ] }, { "entity_id": "S-VIC-044", "entity_name": "Court Services Victoria", "folder_name": "Court-Services-Victoria", "category": "Data & Performance", "scale": "small", "title": "KPI evidence register with named owners", "idea": "Create a simple register mapping each KPI to source data, owner, frequency, target, and last result.", "quote": "[Page 8]\nCourt Services Victoria\nStrategies and Measures Status Status description\n3.6 Implement inclusive recruitment In progress There were two sub-actions in this measure related to sections of the Recruitment and Selection Policy:\npractices to mitigate against stereotypes ensuring gender balance and broader diversity of selection panels and inserting a clause that any\nand biases. recruitment agencies CSV engages with share the organisation’s commitment to gender equality,\ndiversity and inclusion and abide by the measures in the GEAP\n-These were completed in the reporting period, however, because the finalisation and release of the\nupdated Recruitment and Selection Policy was delayed, this measure is still in progress\n3.7 Source candidates using non Not started This measure was due to commence in 2022 however due to resourcing limitations it is now", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "Executives / Parliament / public", "source": "strategies/csv_gender_equality_action_plan_-_progress_report.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan_-_progress_report.pdf)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability" ] }, { "entity_id": "S-VIC-044", "entity_name": "Court Services Victoria", "folder_name": "Court-Services-Victoria", "category": "Data & Performance", "scale": "large", "title": "Outcome dashboard linking budget, delivery, and public impact", "idea": "Build a public-facing outcome dashboard showing spend, outputs, outcomes, and delivery confidence.", "quote": "[Page 8]\nCourt Services Victoria\nStrategies and Measures Status Status description\n3.6 Implement inclusive recruitment In progress There were two sub-actions in this measure related to sections of the Recruitment and Selection Policy:\npractices to mitigate against stereotypes ensuring gender balance and broader diversity of selection panels and inserting a clause that any\nand biases. recruitment agencies CSV engages with share the organisation’s commitment to gender equality,\ndiversity and inclusion and abide by the measures in the GEAP\n-These were completed in the reporting period, however, because the finalisation and release of the\nupdated Recruitment and Selection Policy was delayed, this measure is still in progress\n3.7 Source candidates using non Not started This measure was due to commence in 2022 however due to resourcing limitations it is now", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "Executives / Parliament / public", "source": "strategies/csv_gender_equality_action_plan_-_progress_report.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan_-_progress_report.pdf)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage delivery through pilots, benefits tracking, and public reporting." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability" ] }, { "entity_id": "S-VIC-044", "entity_name": "Court Services Victoria", "folder_name": "Court-Services-Victoria", "category": "Procurement & Delivery", "scale": "small", "title": "Procurement lessons library for repeat purchases", "idea": "Capture reusable procurement clauses, market lessons, supplier performance notes, and common evaluation criteria.", "quote": "[Page 6]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nPRIORITY 1\nEXCELLENCE\nIN COURT AND\nTRIBUNAL\nADMINISTRATION\nCourt Services Victoria is To achieve this, we will support courts and VCAT in their f Work toward long term financial sustainability by\ncommitted to excellence in the delivery of justice, and pursue opportunities to streamline improving the efficiency of service delivery and redirecting\nservice delivery, reduce duplication and implement service resources to maintain and improve frontline services.\ndelivery of services to its users,\nimprovements to become more effective, efficient and f Engage with our justice sector partners and stakeholders\nthe community and government.\nimprove financial sustainability. to work in more connected ways that improve information\nTechnology, workforce and data", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "Delivery teams / suppliers", "source": "strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability" ] }, { "entity_id": "S-VIC-044", "entity_name": "Court Services Victoria", "folder_name": "Court-Services-Victoria", "category": "Procurement & Delivery", "scale": "large", "title": "Portfolio delivery office for major investments", "idea": "Stand up a portfolio delivery office that tracks benefits, risks, dependencies, procurement, and delivery confidence.", "quote": "[Page 6]\nCOURT SERVICES VICTORIA STRATEGIC PLAN 2020 – 2025\nPRIORITY 1\nEXCELLENCE\nIN COURT AND\nTRIBUNAL\nADMINISTRATION\nCourt Services Victoria is To achieve this, we will support courts and VCAT in their f Work toward long term financial sustainability by\ncommitted to excellence in the delivery of justice, and pursue opportunities to streamline improving the efficiency of service delivery and redirecting\nservice delivery, reduce duplication and implement service resources to maintain and improve frontline services.\ndelivery of services to its users,\nimprovements to become more effective, efficient and f Engage with our justice sector partners and stakeholders\nthe community and government.\nimprove financial sustainability. to work in more connected ways that improve information\nTechnology, workforce and data", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "Delivery teams / suppliers", "source": "strategies/csv_strategic_plan_2020-2025_feb21.pdf (https://courts.vic.gov.au/sites/default/files/csv_strategic_plan_2020-2025_feb21.pdf)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage delivery through pilots, benefits tracking, and public reporting." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability" ] }, { "entity_id": "S-VIC-044", "entity_name": "Court Services Victoria", "folder_name": "Court-Services-Victoria", "category": "Staff Productivity", "scale": "small", "title": "Reusable briefing and summary assistant for internal documents", "idea": "Create controlled templates for summarising reports, submissions, minutes, and ministerial briefs.", "quote": "The SHR team\nsupport that can be provided to bystanders;\ncommitted to a range of implementation activities, which\ni. makes clear that confidentiality obligations have mostly been actioned, to aid in the promotion and\nbetween judicial staff and judicial officers do embedding of the policy across the organisation.\nnot prevent staff from making a complaint\nThe audit acknowledges CSV took the opportunity when\nabout misconduct;\nimplementing Recommendation 2 to not only design the\nj. covers the consumption of alcohol by all Sexual Harassment and Victimisation Policy, but to also\nstaff, contractors, judicial officers and VCAT consult, draft and develop the following additional policies\nmembers; and and guidelines to set the standards of expected behaviour in\nthe workplace:\nk. addresses the issue of consensual personal", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "APS staff / executives", "source": "reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Sensitive information leakage", "Inconsistent quality of generated drafts" ] }, { "entity_id": "S-VIC-044", "entity_name": "Court Services Victoria", "folder_name": "Court-Services-Victoria", "category": "Staff Productivity", "scale": "large", "title": "Department-wide knowledge and briefing platform", "idea": "Build a secure knowledge platform that lets staff search, summarise, and cite approved departmental material.", "quote": "The SHR team\nsupport that can be provided to bystanders;\ncommitted to a range of implementation activities, which\ni. makes clear that confidentiality obligations have mostly been actioned, to aid in the promotion and\nbetween judicial staff and judicial officers do embedding of the policy across the organisation.\nnot prevent staff from making a complaint\nThe audit acknowledges CSV took the opportunity when\nabout misconduct;\nimplementing Recommendation 2 to not only design the\nj. covers the consumption of alcohol by all Sexual Harassment and Victimisation Policy, but to also\nstaff, contractors, judicial officers and VCAT consult, draft and develop the following additional policies\nmembers; and and guidelines to set the standards of expected behaviour in\nthe workplace:\nk. addresses the issue of consensual personal", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "APS staff / executives", "source": "reviews/sexual-harassment-independent-audit-report-phase-one.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/sexual-harassment-independent-audit-report-phase-one.pdf)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage delivery through pilots, benefits tracking, and public reporting." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Sensitive information leakage", "Inconsistent quality of generated drafts" ] }, { "entity_id": "S-VIC-044", "entity_name": "Court Services Victoria", "folder_name": "Court-Services-Victoria", "category": "Case Processing", "scale": "small", "title": "Triage queue for stuck or ageing cases", "idea": "Use existing case data to flag ageing, duplicate, incomplete, or high-risk cases for earlier intervention.", "quote": "[Page 14]\nCourt Services Victoria Gender Equality Action Plan\nTable 2: Measures to enable our employees to achieve their full potential\nMeasures Outcomes Timeline Accountability\n1.1 Embed Gender Impact Conduct of Gender Impact Assessments Commenced People and\nAssessment processes across is incorporated into project management 2021 and Culture\nthe organisation. processes and resources. ongoing\nProjects and\nConduct of Gender Impact Assessments Business\nis incorporated into the annual budget Improvement\nbid process.", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "Applicants / case officers", "source": "strategies/csv_gender_equality_action_plan.pdf (https://www.courts.vic.gov.au/sites/default/files/publications/csv_gender_equality_action_plan.pdf)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether 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