TNVR Expression of Interest Program

The program is being introduced to assist agencies manage their workforce needs in a planned and targeted way. It supports the Tasmanian Government’s broader commitment to reduce the size of the Tasmanian State Service by 1,800 positions by 2023, while ensuring agencies can continue to deliver essential services to the community.

The program provides an opportunity for permanent employees who may be considering leaving the State Service, while also supporting agencies to reshape their workforce to meet future operational requirements and continue delivering effective and sustainable public services.

Eligible State Service employees may receive a TNVR payment to voluntarily leave their State Service employment between 1 July and 31 December 2026. Up to 500 positions across participating agencies (including the Department of State Growth) may be approved, with a focus on non-frontline and corporate roles. All EOIs will be carefully assessed against each agency’s operational needs, and the service delivery needs to the Tasmanian community.

Participating agencies may begin their EOI processes from June 2026, with separations occurring between 1 July and 31 December 2026. Timing may differ between agencies. Agencies will provide further information to eligible employees at the appropriate time.

The Department of State Growth’s TNVR Expression of Interest Program will continue to operate.

Each agency will decide whether to run an EOI process based on its operational needs, workforce planning priorities and budget requirements.

The government’s announcement of up to 500 EOIs includes the 250 full-time equivalent (FTE) reductions already announced in the Department of State Growth, noting that not all these reductions will be achieved through TNVRs.

No. This is a targeted program.

Only employees in roles or areas identified by a participating agency will be eligible to submit an EOI. Your agency will provide information about eligibility if an EOI process applies to your area.

No. Participation in the program is voluntary. Employees who are eligible to submit an EOI may choose whether or not to do so.

Each participating agency will identify the roles, areas or groups that are eligible to submit an EOI. Your agency will provide details if you are eligible to participate.

Your agency will advise eligible employees when an EOI process is open and will provide information about how to apply.

If you have any questions about your eligibility, you should speak with your manager or your agency’s human resources or people and culture team.

Your head of agency has delegation to determine whether an EOI is approved.

Your head of agency will consider each EOI and assess on a case-by-case basis. This includes assessing the most efficient organisational structure needed to support effective service delivery, prioritising workload and managing the agency’s budget.

Yes. An EOI application can be declined, if approving it would have an unacceptable impact on business continuity, service delivery or critical capability, and that the permanent employee’s substantive role is not able to be abolished.

In accordance with the Managing Positions in the State Service Policy (PDF 807.5KB), if you accept an offer of a targeted and negotiated voluntary redundancy, you will receive:

1. A voluntary redundancy payment equivalent to four weeks' salary plus two weeks' salary per year of continuous service, with a minimum payment equivalent to 16 weeks' salary and a maximum payment equivalent to 48 weeks' salary. This payment is pro-rata for part-time employees.
2. Payment of any eligible accrued leave entitlements.

Individual entitlements will be confirmed by the relevant agency if an offer is made.

Yes. WRIPs remain available under the Managing Positions in the State Service Policy (PDF 807.5KB) but are offered on an agency-by-agency basis. Availability depends on each agency’s operational, and workforce needs, as well as their ability to reprofile roles to meet future service delivery requirements.

Agencies are required to fund any TNVR Expression of Interest Programs from within their existing budgets.

Which roles are considered essential will be dependent on the operations, environment and context of each agency and authority, and it is challenging to provide a one-size-fits-all definition in such a diverse workforce.

A broad definition of a non-essential position is a position that could stop, or a role or function that can be reduced, redesigned or transitioned to a digital service.

The head of each agency determines what is essential relevant to the operations, environment and context of their agency.