State Growth Workforce Renewal Incentive Payment Program

Expressions of interest for the Workforce Renewal Incentive Program (WRIP) closed on Monday 28 April 2025 at 4pm. Late applications may be accepted on a case by case basis.

Expressions of Interest

All expressions of interest that have been submitted will be considered by the Workforce Management Committee. Please consider the following:

• The department is not obliged to make an offer of a WRIP.
• You can withdraw your application at any time before a formal offer is accepted.
• You are strongly encouraged to seek personal financial advice.
• If an offer is made by the department and accepted by you, you agree to separate on a mutually agreed date.
• Registering your interest does not form a binding agreement between you and the department.

Information on WRIPs can be found by scrolling to the bottom of this page and on the State Service Management Office website.

Contact Information

If you have any additional questions, or would like some further information, please feel free to get in touch via employment.advisory@stategrowth.tas.gov.au.

Workforce Management Committee

Please note that more information on the Workforce Management Committee (the Committee) will shortly be published including a work flow diagram and key dates.

Before any State Growth workforce management decisions are made, they will be considered by the relevant Deputy Secretary, and where appropriate, go to the Committee for approval.

Workforce management decisions include things like More Responsible Duties Allowances, Higher Duties Allowances, Senior Executive Service acting arrangements, fixed-term appointment extensions and recruitment.

The Committee is comprised of the Secretary and the Deputy Secretary, Business Services with support from the Director People and Culture. It currently meets weekly.

Workforce Management Principles

We will be taking a principles-based approach and will ask the following questions when making workforce management decisions.

• Does the function or role relate to the delivery of an election commitment or priority project?
• What is the financial and budgetary impact (including agreements with the Commonwealth Government)?
• Is there a legal, regulatory, and / or policy risk?
• Are there risks to the safety of the community or staff?
• Can we still deliver our core minimum operational support services to enable the functioning of the Department?
• Could we better utilise our current skills and experience or provide opportunities to develop our people?
• What are the alternatives to hiring we could consider, such as:
  • task reallocation or reprofiling of the function or role
  • process improvement, or efficiencies through digital transformation
  • manageable reductions in output or service delivery levels
  • extension of timelines, or
  • economies of scale through shared services

We will continuously review and evolve our approach to workforce management as our environment and priorities change.

If you would like to discuss the Principles in a group setting, you can view them on the Workforce management principles powerpoint slide.