Annual Report 2025: Workforce data

Public sector values and employment principles

ARV is committed to upholding the public sector values and employment principles under the Public Administration Act 2004. During the reporting period, ARV supported the consistent application of these principles through the finalisation and implementation of a single, amalgamated Enterprise Agreement, alongside the development and rollout of the Workforce Capability Framework and Workforce Capability Plan.

The Capability Framework is embedded across recruitment, performance development and career planning, supporting merit-based decisions, fair and reasonable treatment, and equitable access to development opportunities. Performance processes, conduct expectations and leadership practices reinforce ethical behaviour, respect and human rights, with implementation monitored through established reporting arrangements to support accountability and continuous improvement.

Occupational health and safety

Safe operations remain fundamental to ARV’s delivery of services across Victoria’s alpine resorts. ARV monitors occupational health and safety performance using established indicators, including reported hazards and incidents, lost time injury claims and average cost per claim, with results compared over time to identify trends and drive targeted improvements.

During the reporting period, ARV continued to implement risk management activities, training and safety initiatives tailored to its seasonal, remote and higher-risk operating environments, supporting workforce wellbeing and continuity of service delivery. During 2025 ARV continued to mitigate risk through raising workforce awareness and capability related to psychosocial hazards in anticipation of Victoria’s Occupational Health and Safety (Psychological Health) Regulations, which commenced on 1 December 2025.

OH&S performance outcomes, including explanations for significant year on year variations and any material impacts on outputs, are detailed in the accompanying OH&S disclosure (including multi year data).

Reported hazards increased in 2024 compared to 2023, reflecting a stronger focus on hazard identification and reporting as ARV continued to mature its safety systems following organisational establishment. The reduction in reported hazards in 2025 occurred alongside continued emphasis on early risk identification and corrective action, supported by targeted safety initiatives.

Total incident rates fluctuated across the reporting period, influenced by changes in workforce size, seasonal operational intensity and the nature of alpine operations. While the total number of incidents increased in 2025, the incident rate per 100 FTE decreased compared to 2024, reflecting workforce scaling and ongoing risk management activity.

Lost time injury (LTI) rates remained relatively stable over the three-year period. The increase in psychosocial-related standard claims in 2024 and 2025 reflects improved identification and reporting of psychological injury, consistent with broader sector-wide focus on psychosocial risk management.

Workforce data

ARV is committed to maintaining a diverse, inclusive, and skilled workforce that reflects the communities it serves and supports strong organisational performance. ARV applies fair, transparent, and consistent recruitment practices to ensure roles are filled on merit and aligned to current and future capability needs. Through a culture of inclusion, accountability, and continuous improvement, ARV strives to create a workplace where people feel respected, supported, and empowered to contribute. The organisation’s workforce approach focuses on attracting, developing, and retaining the talent required to meet evolving operational demands and deliver sustainable outcomes.

ARV also strives to deliver workforce efficiencies, enabled through the introduction of common systems, processes and practices, and a focus on increased standardisation to reduce duplication. The success of these efforts is reflected in the ensuing number of staff employed by the organisation. In the last year of operation of the previous Resort Management Board model, there were 312 FTE employed across the resorts. Under the ARV model, this decreased to 253 FTE in 2025.

Looking forward to 2026, ARV has budgeted for a further reduction of staffing levels to 236 FTE, representing a 24% decrease from the historic model.

Workforce Inclusion Policy

ARV is committed to fostering an inclusive and equitable workplace where diversity is respected and valued.

Workforce inclusion initiatives are being progressively embedded across ARV’s practices, including recruitment, workforce planning and people management processes, to support fair and inclusive employment outcomes across both permanent and seasonal workforces. In 2025, ARV completed its voluntary gender equality reporting and is continuing to develop its Gender Equality Action Plan (GEAP) to be released in 2026, in alignment with the Gender Equality Act 2020 (Vic).

Page last updated: 05/10/26