For more than 20 years McArthur has been working with Australian Councils and the broader Local Government sector to help develop the best possible remuneration solutions
With unparalleled insight and experience, our consultants deliver relevant insight and advice tailored to unique organisational specifications
Having the right strategies in place means more engaged, committed and focused teams, and optimised productivity and performance outcomes. hrconsulting@mcarthur.com.au
Merri-bek City Council's Indivar Dhakal receiving the nomination for the first New Zealand Manager Exchange Program at the 2025 Annual Conference.
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From the LGPro President &
CEO
Investing in our members, celebrating our people, and supporting the future of our sector.
This issue of Profile is a celebration of the people, progress, and purpose that define our sector.
We’re proud to share how we’re investing in your experience as an LGPro member. It’s not just about the growing list of services on offer, but about how you interact with your member association. With a major overhaul of our member portal now live, this upgrade is just the beginning – ongoing improvements are being rolled out to make it easier than ever for you to engage, connect, and contribute to your member association.
We’re also investing in the future. This edition of Profile introduces the work going into LGPro’s new Diversity and Inclusion Strategy, a cornerstone of our commitment to best practice in this space and support for officers across the sector, no matter who they are. We’re also investing in a greater understanding of the future of work in local government, backing councils to bridge skills gaps and prepare for the evolving demands of our workforce.
As always, we shine a spotlight on the professionals who make local government thrive. From the Management Challenge participants representing every level and role in our councils, to scholarship recipients in small rural councils, and award winners across the state – this issue showcases the talent, ingenuity, and dedication of our sector.
To help you plan your professional development, we’ve included a full guide to learning and development opportunities for the year ahead. Whether you’re looking to upskill, connect with peers, or explore new areas of expertise, this guide is your roadmap.
With so much on offer, we hope this edition inspires you to get involved, celebrate your colleagues, and take the next step in your local government journey.
Enjoy the Winter edition of your member magazine.
Sue Wilkinson President
Jill Brown Chief Executive Officer
Local Government Professionals Victoria
“We’re investing in your experience as an LGPro member.”
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How LGPro is working for you
LGPro sets its sights on a more inclusive future with a new strategy and workforce research underway.
LGPro is creating a more equitable member association that responds to the needs of more of the local government sector. Our team is also working on an upgraded experience for our members.
This is how and where we are investing.
Including you
Diversity and inclusion are strategic priorities at LGPro, and the association is committed to leading the way.
While LGPro already works hard to deliver safe and inclusive events and training, we acknowledge the need to go further. To this end, LGPro is developing a comprehensive Diversity and Inclusion Strategy. Consultation is underway with members, the broader local government sector, and beyond.
If you joined us at the Annual Conference in June, you likely gave us direct feedback. If you are joining us at the Women’s Forum in October, you will likely be the first to see the strategy at launch.
We are planning for the future of our local government workplaces.
We are listening intently to find out how to best offer support.
Researching tomorrow’s workforce
In parallel with the Diversity and Inclusion Strategy, we are planning for the future of our local government workplaces. Our sector needs a workforce that represents our communities but also draws on all available talent.
LGPro has commissioned SGS Economics and Planning to investigate workforce trends across local government. The research is looking for emerging themes and challenges in recruitment and retention, particularly as councils compete for skilled workers.
With over 300 occupations and a strong community focus, our sector is already well-positioned to be an employer of choice. LGPro is investigating what needs to happen to help us be those employers and meet tomorrow’s challenges with the right skills.
The insights from this research will be available soon.
LGPro Policy and Advocacy Adviser Liz de Chastel at the LGPro Annual Conference.
Supporting smaller councils and rural staff
Recognising the unique challenges faced by rural councils – including cost, location, and content of training – LGPro is exploring tailored support options. We already offer unique scholarships and discounts to staff from smaller councils, but we are listening intently to find out how to best offer support.
While our team integrates ongoing feedback to continuously improve the services you use, the LGPro President is out visiting regional council groups and speaking directly with leadership teams to hear how we can best serve their teams’ needs. These conversations are informing future initiatives to ensure we are delivering relevant and accessible services to regional and rural councils.
Updating your member portal
We took your feedback on everything from registering groups for LGPro activities to logging into the LGPro portal and overhauled the LGPro website. The result is a more streamlined product with the information you need, while still giving you direct access to the LGPro team for support.
No more passwords but much more security – LGPro’s new portal lets you sign in with your council email address directly. No need to reset a password ever again.
Your membership affords you with substantial discounts right across LGPro’s growing list of services. The new portal lets you sign yourself up to events, webinars, and training courses at those member-exclusive rates in one place. Need to renew your membership? You can do this directly through the portal as well.
We took your feedback and overhauled the
LGPro website.
Want to hear more about LGPro’s upcoming research on the future of work? Listen to the latest episode of LGPro’s podcast for local government decision makers here. The LGProcast is proudly sponsored by Public Sector People.
SGS Economics and Planning Senior Associate Michelle Tjondro at the LGPro Annual Conference.
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Meet the specialists
Local government’s workforce is a diverse group, and their expertise spans so many roles. That’s why LGPro hosts its Specialist Awards in its constantly evolving awards program.
We put the spotlight on this year’s Specialist Award winners, awarded at LGPro’s 2025 Annual Conference.
2025 Customer Experience Award
Greater Dandenong City Council
Customer experience isn’t just about innovating chatbots and efficiency at the service desk – this year’s CX winner came from a particularly motivated events team.
Greater Dandenong City Council’s Festivals and Events Team developed a new way to streamline an otherwise cumbersome permit application process. The end result was “EventConnect” – a user-friendly process that is now easier, faster, and more inclusive –and bringing home this year’s Customer Experience Award.
The redesign meant bringing the community into the fold to develop new ways of working. With a focus on accessibility for culturally and linguistically diverse communities setting up free community events, feedback was proactively sought to create processes that actively encouraged participation.
Internally, this meant uniting 13 internal departments with a mix of digital collaboration tools and creating tailored training sessions to support knowledge sharing.
2025 Community and Integrated Planning Award
Kingston City Council
Community engagement in budget planning traditionally sees councils go out to the community in one concerted effort to garner feedback whenever the time would come.
But why wait? “Talking Kingston” threw out the playbook and decided to ask residents how they felt 365 days a year.
This shift has transformed their budget process from reactive to proactive. Their submissions jumped from a mere 20-40 annually to 400+ and then 700+ in each year since their new platform’s launch.
Their genuine commitment to participatory governance won them the Community and Integrated Planning Award but has also created a positive feedback loop that fosters transparency and trust.
The organisation has effectively turned the process into a two-way conversation rather than a one-off consultation. Participation has surged by over 3,000 per cent, and community satisfaction has followed suit.
The 2025 Community & Integrated Planning Award is proudly sponsored by Teletrac Navman
2025 Positive Ageing and Wellbeing Awards
Kingston City Council
Picture this: an aged care facility where residents fly planes, swim with fish, and explore world-class museums. That’s a (virtual) reality thanks to the team at Kingston and accessible VR tech.
Responding to growing isolation among aged care residents, Kingston launched a program to foster connection, storytelling, and digital literacy among seniors which won them Positive Ageing & Wellbeing Award for grant-funded projects.
Funded through the Victorian Government’s Digital Literacy for Seniors grant, the initiative has brought technology and connection to those who need it most.
2025 Positive Ageing and Wellbeing Awards
Monash City Council
Monash brought young people and older adults together through storytelling to forge and celebrate meaningful relationships. Their project has since become a cornerstone of the council’s efforts to promote inclusion, wellbeing, and lifelong connection.
Monash picked up the Positive Ageing & Wellbeing Award reserved for non-grant-funded projects through a short story competition that truly included everyone. Pre-schoolers and prep students could submit drawings with caregiver notes, ensuring even the youngest voices were heard.
Participants shared stories about significant individuals in their lives. These contributors across age groups reported increased appreciation for intergenerational relationships, and many stories continue to be shared online.
Funded through the Victorian Government’s Digital Literacy for Seniors grant, the initiative has brought technology and connection to those who need it most.
The 2025 Positive Ageing & Wellbeing Awards is proudly sponsored by McArthur
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SURREAL AND HUMBLING:
The scholarship empowering this young rural professional
From finalist to winner, we find out how the Sally Isaac Award has opened doors for one young professional at a small rural council.
Rebecca Botheras has gone from strength to strength at Yarriambiack Shire Council.
The Sport and Recreation Coordinator won the Sally Isaac Memorial Scholarship Award last year and was a Young Achiever finalist the year before in LGPro’s Awards for Excellence.
As LGPro looks for the next recipient of the $10,000 educational scholarship, we speak to Rebecca about how things have changed since then.
Rebecca Botheras receiving the 2024 Sally Isaac Award.
“Encouraging someone to apply can be one of the most meaningful investments you make in their career development.”
Rebecca Botheras receiving the 2024 Sally Isaac Award.
Being named an LGPro Young Achiever finalist in 2023 was a huge moment for me personally. This recognition gave me confidence that the work I was doing was not only meaningful to Yarriambiack communities but also recognised by the broader local government sector. That nomination opened doors to connect with other passionate young professionals and mentors who were equally driven to make local government better, more responsive, and more inclusive.
Winning the Sally Isaac Memorial Scholarship in 2024 was both surreal and humbling. It gave me space to reflect on my journey and career so far but also made me even more determined to use that recognition as a platform for change. It was also an honour to accept the award in Sally’s name after learning about her story and the incredible legacy she left within local government. Her passion and impact continue to inspire so many of us in the sector. It was also incredibly moving to stand alongside such inspirational women in local government, each one of them deserving of the award in their own right.
Since then, I’ve been given more opportunities within the Yarriambiack Shire Council to take on greater responsibilities at a Coordinator level. This has allowed me to play a more active role in shaping the strategic direction of sport and recreation across the municipality. Being trusted with this level of input has been incredibly rewarding and has helped me grow both professionally and personally.
Overall, the award provided more than recognition; it gave me the confidence and platform to contribute more meaningfully within the Yarriambiack Shire Council and the broader sector. I’ve made a conscious effort to support others working in local government, especially those at the beginning of their careers. I know how valuable guidance and encouragement can be, and I’m committed to creating opportunities for others to grow and thrive in this space.
“Stepping up to nominate or encourage a team member sends a strong message about your commitment to diversity, inclusion, and empowering the next generation of leaders.”
“If you’re someone who’s making a difference, even in small ways, don’t underestimate how important that is.”
How has being recognised affected you personally and professionally?
Being awarded the Sally Isaac Award has had a meaningful impact on both a professional and personal level. Professionally, it’s given me a stronger sense of confidence in the work I’m doing and has led to new opportunities to take on greater responsibilities and contribute more meaningfully across the organisation.
Personally, the experience has been incredibly humbling. I’m not someone who naturally seeks the spotlight or promotes my achievements, so being recognised in this way and having my work shared so publicly, has been a bit outside my comfort zone. However, it’s also given me a valuable moment to pause and reflect on how far I’ve come, and to appreciate the people and experiences that have shaped my local government career journey. It’s reminded me that while I tend to keep things low-key, it’s okay to acknowledge and celebrate the milestones too.
The staff within the Yarriambiack Shire Council have been nothing but supportive from the moment I joined the organisation over five and a half years ago, through to now. They’ve continuously invested in my professional development and been in my corner every step of the way. The response to the award has been overwhelmingly positive, and it’s been really special to see how genuinely proud and excited my colleagues and management team have been. It’s made the recognition feel like something we’ve all shared and celebrated together.
You were awarded for your ability to collaboratively drive innovation and engage people around you in change and solving problems, both for the community and your council. How have you seen the benefits of your work unfolding since then?
The biggest shift I’ve seen is just how powerful a partnership-based approach can be, especially when working closely with communities and key stakeholders. Since the award, I’ve been involved in a few projects where that way of working really stood out. When we approach things collaboratively, with genuine input from everyone involved, the outcomes are just so much stronger.
It’s not always straightforward, and sometimes there are really different perspectives on what Council’s role should be, or what the priorities are, but I’ve found that when we take the time to listen, build trust, and work through those differences together, the results are not only better, but people feel more connected to the process.
What’s been encouraging is seeing more of that culture start to take hold across the organisation, where there is more co-design, more shared decisionmaking, and more willingness to do things with community rather than work against each other. That kind of shift doesn’t happen overnight, but I think we’re moving in the right direction, and I’m proud to play a part in that.
“I know how valuable guidance and encouragement can be, and I’m committed to creating opportunities for others to grow and thrive in this space.”
“It’s been a great investment in my growth and professional development, and I’m excited to keep learning.”
Rebecca Botheras with the Isaac family at LGPro's 2024 Women's Network Dinner.
“It’s been really special to see how genuinely proud and excited my colleagues and management team have been.”
Scholarship in hand, what comes next?
In January 2025, I started my Graduate Diploma in Project Management through RMIT online. I’ve just completed my third unit out of eight and I’m on track to finish the course by the end of April 2026. Returning to study while balancing full-time work, part-time study, and life in general has definitely been a challenge, but it’s one I’ve really embraced.
I’ve been working in the project management space for a while now without a formal qualification, so undertaking this study has already taught me some really valuable lessons and helped build a stronger foundation of the core skills needed in the role. It’s been a real learning opportunity, and I’m already seeing the benefits in my day-to-day work.
I’m incredibly grateful for the scholarship. It’s made it possible for me to take on this further study, and the financial support is something I truly don’t take for granted. It’s been a great investment in my growth and professional development, and I’m excited to keep learning.
We’re seeking 2025 nominations for the Sally Isaac Award as we speak. What’s your advice for anyone considering a nomination –or even the managers who might tap them on the shoulder?
My advice is to seize the opportunity without hesitation. Sometimes we can be our own toughest critics and undervalue the impact of the work we’re doing, especially in local government where a lot of the work happens behind the scenes. If you’re someone who’s making a difference, even in small ways, don’t underestimate how important that is. If you are passionate about making a difference and committed to improving your community, this is a chance to have your leadership and achievements acknowledged on a broader stage. This award can be a powerful catalyst for professional growth, providing both financial support for further development and increased visibility within the sector.
To managers and leaders, I would say take the time to identify and support those talented individuals who are showing initiative, dedication, and real impact, even if they aren’t always the loudest voices in the room. Encouraging someone to apply can be one of the most meaningful investments you make in their career development. Your support not only validates their hard work but also helps build a culture that recognises and nurtures emerging leadership. Moreover, stepping up to nominate or encourage a team member sends a strong message about your commitment to diversity, inclusion, and empowering the next generation of leaders. It’s an opportunity to champion the growth of women who are shaping the future of your organisation and community.
In short, don’t let self-doubt or hesitation hold you back. The Sally Isaac Award celebrates leadership, passion, and commitment, and it could be the next important step in your journey.
The Victorian victors competing in Perth
LGPro caught up with Casey’s Management Challenge champions ahead of August’s finals.
Victoria's Management Challenge champions secured third place in a ladder of over 100 councils at the 2025 Australasian Management Challenge finals in Perth.
Casey City Council's 'Agenda Setters' scored the bronze medal up against the winners of every state, territory, and the New Zealand competition.
LGPro spoke with the team ahead of the finals to find out what has stayed with them since their Victorian victory.
“We’re focused on sharpening our approach, working smarter, reflecting on what we can improve, and doubling down on our strengths.”
The Agenda Setters at the Australasian Management Challenge finals in Perth.
What was your experience on the ground at the Management Challenge?
The Challenge Day was fast-paced, exciting, and genuinely enjoyable. While we’d done plenty of preparation and had a solid idea of what to expect, the reality was full of surprises. Each task forced us to adapt quickly, think on our feet, and apply our planning under pressure.
It was a true test of teamwork and resilience, and a great opportunity to execute what we had rehearsed. Beyond the competition itself, we loved the energy of the day, the opportunity to network with other councils, and the chance to learn by doing.
The Agenda Setters at the Australasian Management Challenge finals in Perth.
“We loved the energy of the day, the opportunity to network with other councils, and the chance to learn by doing.”
With such a diverse range of roles from across your council in one team, what was the Agenda Setters’ team dynamic?
Our breadth of experience and expertise was absolutely one of our biggest strengths. The mix of skills, backgrounds, and experiences across local government functions meant we had the capability to handle whatever was thrown at us. But it wasn’t just about individual expertise, our preparation was a whole-of-organisation effort, drawing on insights
from colleagues at all levels, including the executive team. We had a clear understanding of roles, trusted each other’s judgment, and knew when to stick to the plan and when to pivot. Above all, we had fun doing it and didn’t let the pressure get in the way of enjoying the experience.
What has been yours and your council’s reaction to winning the Victorian heat of the Management Challenge?
We were thrilled, and genuinely humbled, to be named Victorian champions, especially among such a strong field of teams from across the state. It was a huge moment of validation after the time and effort we put into preparing. Professionally, it’s boosted our confidence and helped us grow as leaders
Personally, it’s something we’ll always be proud of. We’ve been able to take lessons from the Challenge back into our day-to-day work, and our organisation has been incredibly supportive and proud of our achievement. They’re backing us all the way to Nationals.
Casey team mentor Jess Orr with team members Laura Carroll and Zachary Townend alongside JLT's Clinton Wright and LGPro Board Member Jen Bednar at the 2025 Annual Conference
“Professionally, it’s boosted our confidence and helped us grow as leaders. Personally, it’s something we’ll always be proud of.”
“Professionally, it’s boosted our confidence and helped us grow as leaders. Personally, it’s something we’ll always be proud of.”
What’s the plan for the Final?
We’re ready to step it up. The National Final will be even more competitive, so we’re focused on sharpening our approach, working smarter, reflecting on what we can improve, and doubling down on our strengths.
We want to represent Victoria with the same energy and integrity that got us here. That said, we’re also committed to enjoying the journey, continuing to learn, and making the most of the opportunity. It won’t be easy, but we’re up for the challenge.
The Victorian heats of the 2025 Management Challenge are proudly sponsored by JLT
The Agenda Setters at the Australasian Management Challenge finals in Perth.
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LGPro CORPORATE PARTNER DIRECTORY 2025
CORPORATE PARTNERS
(listed in the directory in alphabetical order)
Beam Billing Bureau
Camden Search
Converlens
Customer Service Benchmarking
Australia (CSBA)
CT Management Group
Datacom
Davidson Group Duxton Hill
Future Leadership
Government Shared Services
HR Legal Hunt & Hunt
iPlatinum
JLT
Kernow
Local Government Experts
McArthur
Maddocks
Moray & Agnew Lawyers
Ninety Mile Consulting
PKF
Push My Button
Redman Solutions
Russell Kennedy Lawyers
Skefto
SpacetoCo
Steople
SurePact
Symphony3
Teletrac Navman
Telstra
Votar Partners
W&Co Search
Warner Institute
Well Done International
WID Factor
LGPro is grateful for the support it receives from its Corporate Partners. The following pages contain advertisements submitted by LGPro’s 2025 Corporate Partners. Please take a moment to learn about the many services, programs, and products these organisations offer to the Local Government sector.
Providing Local
Government with excellence in recruitment and HR Consulting for over 55 years.
Permanent Recruitment
Temporary Staffing
Executive Search
HR Consulting Adelaide
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LGPRO PRINCIPAL PARTNER
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The best of local government excellence this year
More than 500 local government professionals came together to recognise the outstanding achievements of the sector. We acknowledge them here.
The LGPro Awards for Excellence is our annual celebration of the exceptional work being undertaken and delivered by individuals and teams working across Victorian Local Government.
The diversity of awards spans the sector, with 15 awards on offer this year. Here are the winners announced and celebrated in June.
FIRST
NATIONS COMMUNITY PARTNERSHIP
CENTRAL GOLDFIELDS SHIRE COUNCIL
Truth Telling, Healing and Creating for Community on Djaara Country
COMMUNITY ASSETS AND INFRASTRUCTURE: PROJECTS UNDER $5 MILLION
MOUNT ALEXANDER SHIRE COUNCIL
Norwood Hill Recreation Reserve Playground and Youth Space
COMMUNITY ASSETS AND INFRASTRUCTURE:
PROJECTS $5 MILLION – $20 MILLION WITH A POPULATION OF UNDER 50,000
HEPBURN SHIRE COUNCIL
Djuwang Baring – Creswick Trails
COMMUNITY ASSETS AND INFRASTRUCTURE:
PROJECTS $5 MILLION – $20 MILLION WITH A POPULATION OF OVER 50,000
Seymour Resource Recovery Centre
MITCHELL SHIRE COUNCIL
COMMUNITY ASSETS AND INFRASTRUCTURE: PROJECTS OVER $20 MILLION
GLEN EIRA CITY COUNCIL
Carnegie Memorial Swimming Pool Redevelopment
COMMUNITY PARTNERSHIPS
BALLARAT CITY COUNCIL
Live4Life Ballarat
DIGITAL AND TECHNOLOGY
GANNAWARRA SHIRE COUNCIL
Transforming the Gannawarra's Digital Presence
DISASTER READINESS AND RECOVERY
EAST GIPPSLAND SHIRE COUNCIL
Strengthened Disaster Readiness and Resilience East Gippsland
DIVERSITY AND INCLUSION
MILDURA RURAL CITY COUNCIL
Gendering in a New Era in Mildura Sports
ENVIRONMENTAL SUSTAINABILITY
YARRA RANGES COUNCIL
Yarra Ranges Biochar Facility
INNOVATIVE LEADERSHIP
BOROONDARA CITY COUNCIL Innovation Academy
SERVICE DELIVERY
BANYULE CITY COUNCIL
CX Data Driven Transformation Initiative
SPECIAL PROJECTS
GREATER SHEPPARTON CITY COUNCIL Talk Talk Play! Program
OUTSTANDING SMALL RURAL COUNCIL
HEPBURN SHIRE COUNCIL Djuwang Baring – Creswick Trails
YOUNG ACHIEVER
BAW BAW SHIRE COUNCIL
Samantha Johns
Read about 2025's award winners, high commendations, and finalists in the 2025 Awards for Excellence Yearbook.
CLICK HERE
The 2025 Awards for Excellence is proudly sponsored by JLT and JMAPP.
Keeping up with employment law
Employment law is changing. Here’s what councils need to do about it.
“We generally want to foster that communication so that everybody understands what the rules and what the entitlements are.”
Wage theft is in the news, and councils are not immune.
With employment legislation changing as recently as 1 July, there are real risks for councils as employers that senior leaders through to HR and payroll teams need to know about.
What’s changing
Minimum superannuation contributions are up, as are minimum wages from 1 July. But with most councils having Enterprise Bargaining Agreements well above minimum award rates, this isn’t the headline.
Later on this year, changes to how psychosocial hazards are dealt with in the workplace are expected, with implications for all councils.
Wage theft has meanwhile been criminalised, and intentional underpayment can land employers with fines of over 1.5 million dollars.
The good news? Intentional underpayment is not a big risk in local government. The bad news? Your systems might be letting you down and putting you at risk.
Nikola Prestia at the 2023 LGPro Annual Conference.
Who’s getting paid
Underpayment of staff – often inadvertent but systemic – is one of the biggest dangers for councils here.
HR Legal Partner, Nikola Prestia tells us instances of staff underpayment “typically aren't intentional. It's often unintentional mistakes that happen.”
The employment law expert says that underpayment (or even overpayment) could come from an employee sitting in the wrong band under their Enterprise Agreement, employees working unaccounted overtime, unpaid allowances, or even old, manual timesheet processes going wrong.
Nikola notes that misunderstandings of a council’s Enterprise Agreement is a key risk.
“Council enterprise agreements are more than 100 pages long. I've seen some that are even up to 300 pages. How anyone is possibly able to know every single clause and how it applies – it’s impossible. So it can be very hard for payroll or People and Culture staff to get it right.”
“You want to make sure that you foster a culture where employees ask questions.”
Calculating overtime is also an issue. This can be particularly tricky for staff with annualised salaries, “because they've worked additional time, or they're suddenly entitled to an additional allowance because they've done some higher duties and that amount isn't paid to them.
“Sometimes we see it with employees working late at night for Council meetings and not getting any additional pay. If that hasn't been adequately covered in their salary, that's where it can come up.”
It’s not always a person getting it wrong though –your systems might be off.
“Sometimes it's purely the payroll systems are a bit outdated, aren’t automated, or just miss things. Or there's an incorrect configuration that means that some issues just keep happening over time and no one picks it up until an employee raises it, and then we deep dive and then suddenly we have an underpayment for six years because we didn't tick a box in our payroll system.”
Nikola with the HR Legal team at the 2024 LGPro Annual Conference.
The fix
Annual HR, payroll, and compliance audits are a must, and these might spot the systemic issues that lead to unintentional underpayment.
But the human side might be a hidden risk.
Nikola recommends providing regular training to payroll and HR employees who are not always fully equipped to manage these risks or even rely on knowledge from other industries or previous councils they have worked for which may not apply in their current role.
“While I know everyone has the right intention, sometimes things get missed, so it is important to keep up to date.”
Managers who might not typically be seen as involved in payroll matters could also be the missing link here.
HR Legal's Caitlin Vidler and Nikola Prestia at the 2025 LGPro Annual Conference.
“Because sometimes it's that middle band of managers who may not appreciate the seriousness of if they say to someone, ‘Don't worry about putting that on your timesheet,’ they may not realise that that can have serious consequences.”
And last but not least, she recommends creating a safe workspace for employees to speak up.
“You want to make sure that you foster a culture where employees ask questions and don't feel intimidated about asking about how their pay structured or why they weren't paid for this particular entitlement without fear of reprisal. We generally want to foster that communication so that everybody understands what the rules and what the entitlements are.”
“While I know everyone has the right intention, sometimes things get missed, so it is important to keep up to date.”
Want to hear the full story? Listen to the extended interview in LGPro’s podcast for local government decision makers here. The LGProcast is proudly sponsored by Public Sector People.
Key
Local Government Team
We are a team of experienced workplace relations and safety lawyers continuing to achieve positive results for local government clients.
Areas of Law that HR Legal Regularly Supports Councils With
•Employment contracts, including for banded employees, executives and senior officers
•Workplace investigations
•Enterprise agreement negotiations
•Dealing with injured workers and safety incidents
•Litigation including unfair dismissal, general protections and discrimination claims
•Advice about disciplinary action and termination
•Child safety matters
•Workplace training including appropriate workplace behaviour and Respect@Work
•Union issues regarding right of entry and industrial action
We listen, we provide solutions, you get results. Visit our website or follow us on LinkedIn for employment law updates and insights: www.hrlegal.com.au HR Legal - Australia
Dan Feldman Managing Partner
Georgie Chapman Partner
David Sztrajt Partner
Nikola Prestia Partner
Fleur Calvert Special Counsel
Anat Hirsh Special Counsel
Nathaniel Ganeson Senior Associate
Rohan Ajzensztat Associate
Emily Durack Lawyer
Jenny McPherson Lawyer
2025 PROFESSIONAL DEVELOPMENT ACTIVITIES
Women’s Forum 23 October 2025
Women’s Network Dinner 23 October 2025
Member Event and AGM 14 November 2025
Annual Conference 18 June 2026
A forum addressing the issues, opportunities, and challenges facing women in the sector.
An evening of inspiration and networking for women of the sector, celebrated annually.
LGPro’s Annual General Meeting, bookended with a celebratory congregation of LGPro members.
The premier professional development and networking event of the Victorian Local Government calendar.
2025 Sally Isaac Memorial Scholarship Fund Award Nominations close 1 September 2025
ALGWA Victoria Bursary Award Nominations close 8 September 2025
2026 Awards for Excellence Nominations close 8 December 2025
A scholarship opportunity open to women 35 years and under who have demonstrated achievement and commitment to improving community life.
A bursary supporting women in local government to grow their careers and develop their skills.
Victorian local government’s premier awards program, promoting and celebrating the outstanding work being undertaken and delivered by individuals and teams across the sector.
JULY – DECEMBER 2025
LEARNING AND DEVELOPMENT CALENDAR
PROGRAM INFORMATION
Ignite enables those without formal experience in managing and leading people to develop the competencies required to be successful in their role.
DATES
Registrations for Series 3 now open. Program commences August 2025.
Targeted to outdoor workers without formal experience in managing and leading people to develop skills required to be successful in their role.
Unique leadership-focused activities and experiences designed to develop and inspire emerging leaders.
Registrations for Series 3 now open. Program commences August 2025.
2026 nominations open from 17 September –29 October 2025.
Designed exclusively to expand and develop the skills of senior executives to become confident and capable leaders.
2026 nominations open from 1 October –6 November 2025.
Designed to equip managers with the skills and knowledge they require to further develop their career.
Registrations closed. Program recommences in early 2026.
A cross-council program bringing together officers from all levels and locations to learn from each other by sharing knowledge, expertise, and skills.
Thought-provoking ideas and sector insights from highly regarded presenters in regular lunchtime learning opportunities.
Registrations closed. Program recommences in early 2026.
Webinars are held weekly from January onwards (excl. school holidays and conference weeks)
PROGRAM INFORMATION
FOUNDATIONS
Introduction to Local Government
Writing for Influence
SKILLS
Project Management Initiation
Advanced Project Management
AI Fundamentals
Risk Fundamentals
Risk for Practitioners
Mental Health and Managing Complex Performance
Navigating Change
Grant Writing
Governance in Action
An overview to Local Government and the important role it plays for newcomers to the sector.
Providing anyone creating Council reports with the nuance behind writing a good report.
Online: 25 July, 16 September, 25 November
In-person: 20 August, 15 October
In-person @ Warrnambool: 27 August
Online: 30 July, 2 December
In-person: 7 August, 4 December
An introduction to project management covering the basic principles of managing projects.
This is the next stage of learning for those who have begun managing projects.
Best practice application of AI technologies like GenAI to improve efficiency and effectiveness and how councils are currently using the various applications available.
A foundational overview of risk management for those new to risk management with limited or no experience in the space.
Best practice risk management for current and aspiring risk managers.
Teaching leaders the processes they need to follow in sensitive performance management.
Online: 24 July + 5 August, 27 August + 3 September
In-person: 17 October
Online: 31 July, 21 October
Online: 12 August
In-person: 28-29 August
In-person: 30-31 October
A workshop teaching participants how to enhance resilience, navigate complexity, and lead through transformational challenges. 21 October
An exploration of the resources local governments need to have in place to develop a successful strike rate in their grant applications. 11 November
A best practice workshop on governance and decision making in the local government context for managers, new governance officers, and those aspiring to governance positions.
