Our people

Merri-bek City Council is led by the chief executive officer.

We are managed by a highly skilled and experienced executive team.

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Our executive team

Council underwent an organisational realignment in the latter half of 2021, with the new 4-directorate structure coming into effect in early 2022 to support our workforce and deliver on outcomes for the community.

Chief Executive Officer: Cathy Henderson
The Chief Executive Officer has overall responsibility for managing the day-to-day operations of Merri-bek Council, under the strategic direction of the elected Council.

Director Business Transformation: Sue Vujcevic

Responsible for the corporate functions of Council including: 

  • People and Safety   
  • Organisation Performance 
  • Information Technology 
  • Governance and Strategy  
  • Finance and Procurement 

Also responsible for support to the mayor and councillors.

Director City Infrastructure: Anita Curnow

Responsible for the following branches: 

  • Amenity and Compliance  
  • Capital Works Planning and Delivery 
  • City Services  
  • Open Space and Environment 
  • Transport 

Director Community: Eamonn Fennessy  

Responsible for the following branches: 

  • Aged and Community Support 
  • Community Engagement 
  • Community Wellbeing 
  • Cultural Development 
  • Early Years and Youth 

Director Place and Environment - Joseph Tabacco 

Responsible for the following branches: 

  • City Development 
  • City Strategy and Economy 
  • Property, Place, and Design 
  • Sustainability and Climate 

You can download our Executive and staff organisational structure (PDF 733Kb) to find out more. This also includes more about the topics discussed below.

Inclusive employment

We proudly supported our employees by:

  • offering flexible working arrangements to help our staff fulfil their professional, personal and caring responsibilities
  • supporting parents returning to work following parental leave
  • supporting part-time and job-share arrangements
  • implementing a traineeship program for people with disabilities
  • holding equal opportunity awareness sessions for all new employees and managers. There were no breaches of the Equal Opportunity Act 2010 during 2020-21
  • implementation of a standalone prevention of sexual harassment in the workplace policy for staff, which was adopted in November 2021
  • adopting a revised Statement of Commitment to Wurundjeri Woi-wurrung People and Aboriginal and Torres Strait Islander communities of the municipality
  • reviewing and strengthening our cultural awareness programs 
  • commencing the development and review of relevant HR policies to strengthen gender equality and diversity and inclusion  

Training and development 

We are committed to investing in our employees through development and training. This is one way we improve our performance.

We ran 70 courses during 2021-22. There were on topics including:

  • business and workplace effectiveness
  • compliance
  • self-care and wellness
  • diversity and inclusion

Occupational health and safety 

We take the safety, health and wellbeing of our employees, contractors, visitors and mmembers of the public seriously. 

We recognise that our employees are our most important asset and we work to promote and improve our staff’s health, safety and wellbeing. And, as far as is practicable, prevent workplace injuries and illnesses.

There were 374 incidents reported during this year. These incidents included 286 injuries.

In response to the COVID-19 pandemic we continued to focus on employee mental health as well as onsite control strategies.  

Our Business Continuity Plan was updated to reflect the current environment as we transition away from the COVID-19 pandemic to business as usual.  

You can read about the impact of the pandemic in the COVID-19 section of this report.




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