Unsteady as She Goes in DAFF and DCCEEW’s Executive Ranks

Why It Matters

Such high‑level turnover threatens policy consistency and execution in critical sectors like agriculture and climate change, potentially slowing reform and eroding stakeholder confidence.

Key Takeaways

• DAFF and DCCEEW lost 34% of senior executives since March 2025.
• Net reduction of four SES roles out of 105 at DAFF.
• Executive turnover represents one‑third of senior staff in a year.
• Junior staff face redundancy offers amid senior reshuffle.
• High churn may disrupt land‑use and climate policy execution.

Pulse Analysis

Australia’s land‑use and climate ministries are in flux. Over the past twelve months, the Department of Agriculture, Fisheries and Forestry and its sister agency, the Department of Climate Change, Energy, the Environment and Water, have shed roughly a third of their senior executive service positions. The reported 34% churn rate, coupled with a net loss of four senior roles at DAFF, signals a deeper restructuring that goes beyond routine attrition. This turbulence arrives at a time when both departments are tasked with delivering on ambitious national targets for sustainable agriculture, carbon reduction, and water security.

The immediate impact of such turnover is a loss of institutional memory and potential delays in policy rollout. Senior executives steer strategic initiatives, negotiate with industry stakeholders, and coordinate cross‑government programs. Their departure can stall critical projects, such as the rollout of climate‑smart farming incentives or the implementation of new water‑allocation frameworks. Meanwhile, junior staff facing redundancy offers may experience lowered morale, further weakening the departments’ operational capacity and risking a talent drain at the ground level.

The churn reflects broader pressures on the Australian public sector, including fiscal tightening, political realignments, and a push for greater agility in government. While some turnover may be strategic—bringing in fresh expertise to meet evolving challenges—excessive churn can undermine long‑term policy stability. To mitigate risks, the departments should prioritize succession planning, retain key technical talent, and communicate a clear vision for continuity. Doing so will help safeguard Australia’s agricultural productivity and climate resilience amid a rapidly changing global environment.