PSExpert, Author at PS Careers

August 4, 2024January 7, 2025

How To Use The STAR Interview Method for Interview Success

What is the STAR Interview Framework?

Behavioural interviews are a type of job interview that focuses on assessing past behaviour to predict future performance. The STAR (Situation, Task, Action, Result) method for interview is an effective way to prepare for such interviews, allowing individuals to structure their responses and provide concrete examples. With the STAR framework, candidates can showcase their skills and achievements, increasing their chances of success in the interview process. Imagine entering an interview armed with a proven strategy that allows you to deliver concise, compelling responses while showcasing your skills and experiences in a clear and organised manner. That’s precisely what the STAR framework offers. Let’s break it down and understand how it can unlock your interview potential.

The Components of STAR: Situation, Task, Action, Result

Situation: Setting the Stage for Success

In any interview, it is crucial to provide context and background to the situation you are about to describe. By clearly defining the scenario, you enable the interviewer to understand the challenges you faced and the decisions you made.

Task: Defining Objectives and Overcoming Challenges

Now, let’s dive deeper into the specific task or objective that needed to be accomplished in that situation. Share the challenges you encountered and the goals you set for yourself. This step demonstrates your ability to analyse situations and define actionable targets.

Action: Stepping Up and Making an Impact

Here comes the exciting part—detailing the actions you took! Describe the steps you implemented to address the situation at hand. Emphasise the skills you applied, the decisions you made, and how you navigated any obstacles along the way. This showcases your problem-solving abilities and decision-making skills.

Result: Celebrating Achievements and Lessons Learned

Every journey has its destination, and your actions should have produced results. Share the outcomes of your efforts, quantifying achievements wherever possible. Highlight the positive impact you made, lessons learned from the experience, and any personal growth that occurred.

STAR Technique for Interviews: Examples

Role: Management

Interviewer: “Tell me about a time when you faced a challenging situation at work and how you handled it.”

Candidate:

Situation: “In my previous role as a project manager, we had a tight deadline to deliver a critical project for a client.”

Task: “My task was to coordinate the efforts of a cross-functional team, manage resources effectively, and ensure timely completion.”

Action: “To address the challenge, I immediately scheduled a team meeting to discuss the project requirements and break down the tasks. I assigned clear responsibilities, set realistic deadlines, and established regular progress check-ins.”

Result: “As a result of our collaborative efforts and effective project management, we successfully delivered the project ahead of schedule, exceeding the client’s expectations and receiving positive feedback. Our team’s coordination and proactive approach helped us overcome the challenges and achieve outstanding results.”

In this example, the candidate addresses the interview question by using the STAR method. They provide a specific situation, clearly define their task, explain the actions they took, and conclude with the positive results achieved. This structured response allows the interviewer to assess the candidate’s skills, problem-solving abilities, and their capacity to handle challenging situations effectively.

Role: IT

Interviewer: “Tell me about a time when you had to troubleshoot a complex technical issue and how you resolved it.”

Candidate:

Situation: “In my previous role as an IT support specialist, we encountered a critical system outage during a major software upgrade.”

Task: “My task was to identify the root cause of the issue, minimise downtime, and restore system functionality as quickly as possible.”

Action: “I immediately initiated a thorough analysis of the system logs, collaborated with the development team to understand the upgrade process, and conducted extensive testing to isolate the problem. After identifying a compatibility issue, I devised a workaround solution and implemented it promptly.”

Result: “As a result of my troubleshooting efforts and swift action, the system was successfully restored within two hours, minimising business disruption and ensuring smooth operations. Furthermore, I provided detailed documentation on the issue and the implemented solution, enabling the team to prevent similar issues in the future.”

In this example, the candidate effectively uses the STAR framework to outline the situation, task, action, and result of a complex technical issue they faced. This response allows the interviewer to assess the candidate’s technical problem-solving skills, ability to work under pressure, collaboration with teams, and dedication to minimising downtime.

Why Use the STAR Interview Technique?

The STAR interview questions allow you to captivate interviewers, showcase your abilities, and leave a lasting impression through structured storytelling.

Presenting Organised and Impactful Responses

Employing the STAR framework allows you to deliver answers in a structured and concise manner. By avoiding rambling and tangents, you ensure that your responses remain focused and coherent, captivating interviewers from beginning to end.

Showcasing Your Skills and Experiences

Behavioural interviews aim to assess your abilities in various situations. The STAR framework enables you to effectively demonstrate your problem-solving skills, decision-making prowess, and capacity to handle challenges professionally. It’s your chance to showcase your unique strengths and stand out from the competition.

Quantifying Achievements: Making a Lasting Impression

Numbers speak volumes. By providing measurable outcomes and tangible results of your actions, you enhance your credibility and make a lasting impression on interviewers. Quantifying your achievements adds a layer of authenticity and demonstrates your impact in a tangible way.

Mastering the STAR Interview Questions and Answers

To harness the full potential of the STAR framework, preparation and practice are paramount. Here’s how you can take your interview performance to new heights:

Craft Tailored Responses: Highlighting Relevance

Customise your STAR responses to align with the specific position you are interviewing for. Emphasise skills and experiences that directly correspond to the job requirements, showcasing your suitability and value as a candidate.

Be Specific and Concise: Balancing Depth and Brevity

Ensure your responses are specific and avoid vague statements. Share detailed examples and provide tangible evidence of your capabilities. Strike a balance between providing thoroughness and brevity to maintain engagement.

Emphasise Your Role: Stand Out from the Crowd

In your STAR responses, highlight your personal contributions and the unique value you brought to the situation. Showcase your leadership, teamwork, or problem-solving skills. Demonstrate your ability to take initiative, drive results, and leave a lasting impact.

Conclusion

The STAR method is a powerful tool for interview preparation and success. By organising your responses using the Situation, Task, Action, and Result structure, you can effectively highlight your skills and experiences. The STAR interview format allows you to provide specific examples, demonstrate your problem-solving abilities, and showcase your potential to prospective employers. So, whether you’re preparing for your next job interview or seeking to enhance your interviewing skills, incorporating the STAR framework can significantly improve your chances of making a lasting impression and securing that coveted job offer.

PSCareers Interview Mastery Course

The best government interview resource.

5+ Hours of Video and downloads from the most experienced PS experts.
Backed by a 7-day 100% Money Back Guarantee.

July 31, 2024March 12, 2025

How To Create Your Personal Value Proposition

Value Propositions – a powerful method to help you secure a new job and the answer to one of the most dreaded challenges for interview attendees – “how do I talk about myself?” or “how do I sell my skills in an interview”.

This method is precisely how to answer questions like:

What are your strengths?

Tell me about yourself.

These simple questions often leave us in knots and yet there is a simple method that can be used for every question like this, with no need to brag, “sell yourself”, or sound arrogant. It’s very simple, and just requires practice and personalisation.

Read on for a professional career coach’s simple framework for constructing great personal value propositions for yourself…

Personal value propositions (PVP) are the best way to answer questions like “why are you a good candidate for this role?”, “why do you want this role?” and “what are your strengths?”. You will use them in every single interview you’ll ever attend and these sentences are the foundation of your personal brand. Strong value propositions are what win job offers, plain and simple. In a panel interview context, a well formed value proposition will allow the panel members to ‘tick the box’ and mark you as suitable for a role, because these statements are evidence-based. Plus they are easy to construct – just use this simple 3-step framework and practice.

What are Personal Value Propositions?

A personal value proposition (PVP) is a promise of value to the organisation you are interviewing with. It’s the reason you get hired. If you’re serious about interview preparation coaching, make sure your value propositions are prepared and rehearsed well before the big day.

Can I Write My Own Personal Value Propositions?

Yes, you can prepare your own using the tools and tips below. I encourage you to put aside 30-60 minutes and create at least four: one related to your target job title and three related to the required skills of the job.

PSCareers Interview Mastery Course

The best government interview resource.

5+ Hours of Video and downloads from the most experienced PS experts.
Backed by a 7-day 100% Money Back Guarantee.

How to Write Your Personal Value Propositions (PVP)

1) Choose your subjects and skills

In addition to having a core value proposition related to your target job title, your other value propositions should reflect the skills needed to do the job. These skills are usually outlined in job descriptions, ads and recruiter discussions. For example, an executive leader could have separate value propositions for:

- - - Project planning
    - Leading reviews
    - Process improvement
    - Creating high performing teams

If your target role is a Program Officer, you would have a PVP about being a Program Officer, and then three possible skills you would need PVPs for could be:

- - - Program evaluations
    - Reporting
    - Stakeholder management

2) Write PVP using a simple 3-step framework

A PVP is made up of only 1-2 sentences. Short, sharp and to the point. The simplest way to construct one is using the WHAT, WHEN, WHO framework (generally in that order). However, even if you don’t use that framework, any statement that contains at least the WHAT and WHO components can be considered a value proposition.

A) WHAT (skill)?

What skill have you got that they want? (e.g. policy development, strategic advisory, stakeholder engagement, public communications, program implementation).

B) WHEN (have you used the skill)?

Tell us the scale of your experience. Give names, numbers and data (e.g. # of years of experience, size of teams led, budget range, qualifications).

C) WHO (benefited)?

What were the benefits and positive things that come out of using your skill? Use names, numbers and data (e.g. client names, employers, awards, ROI, promotions, budgets, SLAs).

Important Tip When Writing a Personal Value Proposition

The phrase ‘as shown by’ makes it easy. You can use ‘…as shown by…’ to link WHAT and WHEN is a simple way to create a value proposition. E.g. “one of my strengths is project management, as shown by successfully delivering over five ICT projects for Services Australia.”

Examples of Personal Value Propositions

“I will bring to the table proven policy development skills, demonstrated by six years of experience working on large, complex policy review projects for the Department of Home Affairs, including data analysis, research, and external stakeholder consultations.”

“Advising senior leaders is one of my strengths, evidenced by three years at DFAT providing strategic advice and policy briefings to senior government officials from Indonesia, enhancing diplomatic relations and international cooperation.”

“A key strength is turning around under-performing teams. I set clear KPIs and adhere to them, and over the last three years, I have revitalised and led high-performing policy analysis teams of up to 15 staff at the ATO.”

“My executive stakeholder management background includes 8 years of presenting, advising, and negotiating at a C-suite and Deputy Commissioner level as a Program Manager for the Department of Education and the Department of Health and Aged Care.“

Use Your PVP

Don’t like ‘bragging’ or ‘talking it up’? You don’t have to. Using the above formula is just stating the facts and letting the listener make up their own mind. It’s not salesy, but it is absolutely critical. If you don’t know how to deliver powerful value propositions, then you will probably miss job opportunities. They are easy to prepare and just take some practice to execute. Once you have your value propositions nailed, you can also use them to promote your personal brand in everyday work situations, such as introducing yourself in various situations such as with senior leaders, during networking opportunities, at conferences, and in conversations with external partners. These factual statements help to state your credentials in an impressive manner that is guaranteed to connect with audiences.

Working with a coach is a great move to help you develop and practise your value propositions, and this is a central focus in our interview coaching programs. Diving into the preparation and delivery of these essential statements will really help you nail that next big interview and you’re building life-skills valuable throughout your entire career.

Australia's Most Successful Government Interview Coaches

Invest 60 Minutes – Save Months of Pain

Transform your preparation with expert, one-on-one coaching tailored to help you secure top ratings and land the dream offer.

June 27, 2024March 12, 2025

How to Demonstrate Strategic Thinking For Government Career

Strategy is a key component to success. You can’t just randomly move from task to task aimlessly with no clear guide or goal. And so strategic thinking is fast becoming a highly desired skill, and this is just as true for Australian government jobs as other roles.

In this article, we’ll identify what strategic thinking is, provide examples of strategic thinking, and how to demonstrate strategic thinking skills to government hiring managers.

What is Strategic Thinking?

Strategic thinking is the ability to analyse and plan for the future, focusing on long-term goals and outcomes. Strategic thinking in government jobs involves understanding the broader context, anticipating challenges, and identifying opportunities to improve public services. Strategic thinkers use critical analysis to make informed decisions that align with organisational objectives and public needs.

What are Strategic Thinking Skills?

Strategic thinking skills cover a wide range of skills that enable someone to use critical thinking to solve complex problems. These skills help organisations to accomplish business objectives, resolve challenges and seek opportunities from obstacles.

Some of the skills included in strategic thinking are:

Analytical Skills

To help an organisation reach pre-defined objectives, individuals must be able to analyse several data sets. Depending on the job role, you might be required to look at financial statements, KPIs, marketing conditions, emerging business trends, or others.

Communication Skills

To help provide enough information for others to take action on specific strategies requires strong communication skills. Communication should be strong between external and internal stakeholders. You should also be able to ensure that you can align people towards a set of shared goals.

Problem-solving Skills

Every organisation faces challenges and problems, and using problem-solving skills is critical to overcome these and move back towards a set of goals. Challenges come in numerous forms from financial to workflow issues, so being able to understand and seek opportunities to resolve them can be critical.

Planning and Management Skills

Implementation of solutions is critical, and to achieve this, good planning and management skills are required.

Australia's Most Successful Government Interview Coaches

Invest 60 Minutes – Save Months of Pain

Transform your preparation with expert, one-on-one coaching tailored to help you secure top ratings and land the dream offer.

Why Are Strategic Thinking Skills So Valuable in Government Roles?

Strategic thinking skills are one of the most sought-after skills that government hiring managers are looking for. Those who can think logically and critically can have a massive impact on the performance of a department, helping to reduce costs and improve customer satisfaction.

And with a complex and ever-changing transforming working environment, being able to analyse and adapt to the changing market conditions is seen as a key attribute.

In addition, having strategic thinking skills can contribute to your career progression, helping you to earn more from your career.

Examples of Strategic Thinking Skills in the Workplace

To be able to put examples of strategic thinking on your resume, you will need to identify examples of strategic thinking at work.

Example One

When a team leader failed to have a clear strategy for achieving organisational goals, they changed their approach to incorporate their team into decision-making. Curating a positive and supportive work environment for team members, they were able to encourage high levels of performance and productivity.

Example Two

A sales manager had no clear sales strategy to build on profits. Instead, they created a system where they fostered personalised customer relationships to improve sales. Using this strategy allowed them to build a rapport with customers, build trust, and generate more revenue.

Example Three

Failure of strategic thinking examples are plentiful too. Many examples are where senior leaders have not appreciated the changes in the industry, such as Blockbusters not embracing digital streaming, Kodak not realising the changes of digital photographs, and Motorola’s failure to solidify their market position in the mobile industry.

By not utilising strategic thinking, two of these companies have filed for bankruptcy and one lost its market lead position.

How to Demonstrate Your Strategic Thinking Skills

While understanding strategic thinking skills is the first step, to ensure you get a chance to secure your dream government role, you need to know how to demonstrate your strategic thinking skills.

There are two locations where you should mention strategic thinking, the personal statement and the experience section.

Personal Statement

In the personal statement, you need to provide specific consequences for your strategic thinking. For example, if your actions have led to an improvement in sales, customer retention, cost cutting, or improvements in workflows, you should mention them. You should also look at mentioning how you’ve done it.

For example, you could talk about leveraging data-driven assignments or collaboration with colleagues and third-party stakeholders.

Experience

Under job experience, you only have one sentence to prove strategic thinking. You should use data to identify what you’ve done and the impact of your actions. For example, you could state these:

- - - Developed and implemented a strategic staff retention programme that improved staff retention by 36%.
    - Created a new sales pathway and trained a sales team that improved revenues by 47%.

You should not use lines which are similar to this.

- - - Used strategic thinking to complete tasks in the office.
    - Made improvements through strategic thinking.

Tell a Story

Stories are emotive ways to prove your value. So when possible, tell people a story about the strategic thinking example. Start by labelling the challenges, then the solution you developed, the efforts of the team, and finally the conclusion, with statistics.

Demonstrate an Understanding of the Wider Requirements

It can be very tempting to focus on your specific department or section of the business. While your actions might have had a major focus in these areas, it doesn’t mean that you haven’t impacted the wider business, or that there were needs that covered the larger business.

Therefore, when you’re demonstrating your skills, you need to put these into the context of the whole organisation, not just the department where you’re working.

How These Factors Impact Shapes Strategic Thinking Selection Criteria Answers

The Shapes strategic thinking selection criteria is what the Australian government uses to determine whether candidates have the necessary skills to perform the role being applied for.

Hiring managers will be looking at applications and determining whether or not there is evidence to demonstrate the required strategic thinking levels required.

The Queensland State government looks at five areas such as supporting strategic direction, achieving results, supporting productive working environments, displaying personal drive and integrity, and communicating with influence.

If you’re able to consider these five elements and utilise them within any answers or examples, you can put your application above the competition and therefore, secure an interview or the role.

You can also use these titles to practise interview questions. For instance, you might be asked to demonstrate how you’ve been able to overcome a challenging team scenario, which you can use in several aspects such as supporting a productive working environment, communicating with influence, and achieving results.

It is important to also consider how you answer this by using the tips above.

Strategic thinking is a critical skill that Australian government positions require, whether it is an entry position or a senior position. Above are tips on how you can demonstrate strategic thinking for any job application while retaining your integrity and maximising your potential salary.

April 25, 2024January 11, 2025

Crafting a Concise Statement of Claims for Public Service Jobs

Introduction

When applying for a job in the public service in Australia, one of the most important documents you will need to submit is a statement of claims. This document is a critical part of the selection process and can often be required of with or without a cover letter. In this blog post, we will provide an overview of what a statement of claims is, why it is important, and how to write one effectively.

What is a Statement of Claims for a Job Application?

A statement of claims is a document that outlines your suitability for a particular job. It is a statement that responds to the selection criteria provided by the employer. Public service jobs in Australia often require a statement of claims as part of the application process. The purpose of a statement of claims is to demonstrate how you meet the selection criteria for the job, which typically includes a range of skills, knowledge, and experience.

The statement of claims should be written in a clear and concise manner, highlighting your relevant skills and experience. It should also demonstrate your understanding of the requirements of the job and how your skills and experience align with those requirements. A statement of claims should not be a generic document that can be used for multiple job applications. Instead, it should be tailored to the specific requirements of the job you are applying for.

Why is a Statement of Claims Important?

A statement of claims is a critical part of the selection process for public service jobs in Australia. It allows employers to assess your suitability for the job and compare your skills and experience to those of other applicants. A strong statement of claims can increase your chances of being shortlisted for an interview and ultimately being offered the job.

Writing a strong statement of claims can also have other benefits. It can help you to clarify your skills and experience, identify areas where you may need to improve and articulate your career goals. It can also help you to stand out from other applicants and demonstrate your commitment to the job.

How to Write a Statement of Claims for a Job Application

Read the Selection Criteria Carefully

Make sure you understand the requirements of the job and what the employer is looking for in a candidate.

Identify Your Relevant Skills and Experience

Look for examples from your work, study, or other experiences that demonstrate how you meet the selection criteria.

Provide Evidence

Back up your claims with specific examples that demonstrate your skills and experience. Use clear and concise language, and avoid using jargon or technical terms that may be unfamiliar to the reader.

Be Specific

Avoid making general statements or using vague language. Instead, provide specific examples that illustrate your skills and experience.

Use the STAR Method

The STAR method is a useful framework for writing effective statements of claims. It involves outlining the Situation, Task, Action, and Result of a particular experience or achievement.

Use Active Language

Use verbs that demonstrate action and achievement, such as “managed,” “created,” or “implemented.”

Be Concise

Stick to the point and avoid including irrelevant information.

Address All Selection Criteria

Make sure you respond to each selection criterion in your statement of claims.

Use Bullet Points

Bullet points can help to break up long paragraphs and make your statement of claims easier to read.

Proofread

Make sure you proofread your statement of claims for spelling and grammatical errors.

Selection Criteria Writing

Access expertly written selection criteria responses designed to help you land your next public sector role.

Example of a Statement of Claims

Selection Criteria 1: Demonstrated experience in project management

I have over five years of experience in project management, including managing complex projects with budgets of up to $1 million. In my current role as Project Manager at XYZ Company, I have successfully managed a team of 10 staff members, ensuring that projects are delivered on time, within budget, and to the satisfaction of stakeholders. One example of my success in project management was the implementation of a new project management software, which resulted in a 20% increase in efficiency and a 15% reduction in costs.

Selection Criteria 2: Demonstrated ability to communicate effectively with stakeholders

As a Project Manager, I understand the importance of effective communication with stakeholders. In my current role, I regularly liaise with internal and external stakeholders, including senior executives, project teams, and clients. I have developed strong written and verbal communication skills, and I am able to communicate complex ideas in a clear and concise manner. For example, I recently delivered a presentation to the Board of Directors outlining the progress of a major project, which received positive feedback from all stakeholders.

Selection Criteria 3: Demonstrated ability to work collaboratively in a team environment

Throughout my career, I have demonstrated the ability to work collaboratively in a team environment. As Project Manager at XYZ Company, I have successfully led cross-functional teams of up to 20 staff members, ensuring that team members are motivated, engaged, and working towards common goals. I have also fostered a culture of collaboration and knowledge sharing, resulting in increased team cohesion and a more positive work environment.

Common Mistakes to Avoid When Writing a Statement of Claims

When writing a statement of claims, there are several common mistakes that applicants make. These include:

Failing To Address All Selection Criteria

Make sure you respond to each selection criterion in your statement of claims. This is the most important part of your application, and failing to address all criteria can result in your application being rejected.

Providing Generic Responses

Avoid using generic language or making generic statements. Instead, provide specific examples that demonstrate your skills and experience.

Failing To Provide Evidence

Back up your claims with specific examples that demonstrate your skills and experience. This is particularly important for selection criteria that require specific skills or experience.

Using Jargon or Technical Terms

Avoid using jargon or technical terms that may be unfamiliar to the reader. Use clear and concise language that can be easily understood by someone outside your field.

Being Too Verbose

Avoid using long sentences or paragraphs. Stick to the point and be concise.

Conclusion

A statement of claims is a critical part of the selection process for public service jobs in Australia. It allows employers to assess your suitability for the job and compare your skills and experience to those of other applicants. Writing a strong statement of claims can increase your chances of being shortlisted for an interview and ultimately being offered the job.

To write a strong statement of claims, make sure you read the selection criteria carefully, identify your relevant skills and experience, provide evidence to back up your claims, and use the STAR method. Avoid common mistakes such as failing to address all selection criteria, providing generic responses, and being too verbose.

Remember, a statement of claims is your opportunity to demonstrate why you are the best candidate for the job. Take the time to craft a strong statement of claims, and you will increase your chances of success in your job application.

August 13, 2023March 6, 2025

Decoding VPS Salaries:A Comprehensive Guide to Victorian Public Service Pay Scales

Introduction

Working in the Victorian Public Service (VPS) can be both rewarding and financially fulfilling. However, navigating the complexities of VPS salaries and pay scales can be confusing, especially for new employees or those looking to move from the private sector. This comprehensive guide aims to shed light on VPS pay structures, salary bands, and the factors that influence pay rates within the VPS. Whether you are already a VPS employee or considering a career in the VPS, understanding the intricacies of VPS salaries is essential to make informed decisions about your career path.

Overview of the Victorian Public Service (VPS)

The Victorian Public Service is the state government workforce in Victoria, Australia, responsible for delivering public services to the community. It encompasses various departments, agencies, and organisations dedicated to serving the public’s interests. The VPS comprises a diverse range of roles, from administrative and support staff to highly specialised professionals, each contributing to the efficient functioning of government services.

Importance of Understanding VPS Salaries and Pay Scales

Understanding VPS salaries and pay scales is crucial for several reasons. Firstly, it allows employees to gauge their position within the VPS hierarchy and compare their remuneration with industry standards. Secondly, it helps prospective employees negotiate fair salaries when joining the VPS. Finally, comprehending pay scales enables employees to plan their career progression and potential earning capacity within the VPS.

Brief Explanation of VPS Salary Bands and Ranges

VPS salary bands are structured to categorise employees based on their roles and responsibilities. Each band encompasses multiple levels, each representing a step in the career ladder. The VPS salary ranges within each band signify the minimum and maximum salary points available for the corresponding level. These ranges provide flexibility for negotiation and reward employees based on their skills, experience, and performance.

VPS Salary Structure

Introduction to VPS Pay Scales and Grades

The VPS pay scale is a systematic framework that determines salary levels for different job roles. It categorises positions into grades, with each grade representing a specific salary range. The VPS pay scales take into account the complexity of the job, the level of responsibility, required qualifications, and the market demand for specific skills.

VPS Grade Structure

Category		Grade	Abbreviation
VPS	VPS Grade 1		VPSG1
VPS	VPS Grade 2		VPSG2
VPS	VPS Grade 3		VPSG3
VPS	VPS Grade 4		VPSG4
VPS	VPS Grade 5		VPSG5
VPS	VPS Grade 6		VPSG6
	Senior Technical Specialist		STS7
	Senior Executive Service 1		SES-1
	Senior Executive Service 2		SES-2
	Senior Executive Service 3		SES-3

VPS pay scales are designed to be fair and competitive, ensuring that employees are rewarded adequately for their contributions. The scales are periodically reviewed to reflect economic conditions and industry standards changes. As an employee progresses through their career, they may move up the pay scale, earning higher salaries as they gain experience and take on more significant responsibilities.

Several factors influence salary determination within the VPS. These include the level of education and qualifications, years of experience in the relevant field, job performance and achievements, and the demand for specific skills in the job market. Additionally, negotiation skills and the ability to showcase one’s value to the organisation can also impact salary offers.

Selection Criteria Review (Graduate)

Detailed assessment of your written statement starting at $99

Comparing VPS Pay Rates with APS Pay Scales

The Australian Public Service (APS) has its own pay scales and salary structures. While both the VPS and APS aim to attract and retain talented employees, APS pay rates may differ from that of VPS due to varying job demands, geographic locations, and organisational structures. It is essential for VPS employees to understand these differences when evaluating their salary packages. Typically we find that APS has better benefits (e.g. flex time and higher super contributions) but the VPS salaries are higher on the whole (for equivalent work).

VPS Salary Breakdown by Level

VPS 3-6 Salary Ranges

The VPS is divided into various levels, such as VPS 3, VPS 4, VPS 5, and VPS 6, each corresponding to different roles and responsibilities. The salary ranges within these levels provide a clear idea of the earning potential for employees at each stage of their career. For example, VPS 3 positions are typically entry-level roles (such as administrative support), while VPS 6 positions involve more senior and specialised responsibilities and typically people management.

Salary progression within VPS levels depends on individual performance, experience, and the successful completion of designated milestones. Employees may be eligible for pay increases or promotions as they demonstrate their capabilities and meet performance expectations.

VPS Executive Pay Scale

VPS executive roles involve top-level management positions with significant responsibilities in decision-making and policy implementation. The VPS executive pay scale differs from the standard pay scale and offers competitive salaries to attract qualified professionals capable of leading government departments and agencies effectively. Executives (SES-level) are typically appointed on a 5 year contract.

VPS Pay Scale and Enterprise Agreement (EBA)

The VPS Enterprise Agreement is a legally binding document negotiated between the VPS and employee representatives. It outlines the terms and conditions of employment, including salary increases, leave entitlements, and other benefits. The EBA aims to promote fair and equitable treatment of VPS employees while providing a framework for resolving workplace issues.

Mobility payments are additional allowances offered to employees who transfer to roles that are deemed hard to fill or located in remote areas. These payments are designed to incentivise employees to take on challenging roles and help address staffing gaps in critical areas.

Superannuation in the VPS

Superannuation is a crucial component of VPS salaries and retirement planning. The VPS contributes a percentage of an employee’s salary to their superannuation fund, ensuring financial security during retirement. The superannuation rate is typically the legislated minimum.

Clarifying Whether VPS Salaries Include Superannuation

Advertised VPS salaries (up to and including VPS 6) typically do not include superannuation. SES roles are typically the total package, including both the salary and superannuation.

Conclusion

Understanding VPS salaries and pay scales is essential for every employee within the Victorian Public Service. It allows individuals to make informed career decisions, negotiate fair salaries, and plan for their financial future. By comprehending the intricacies of VPS salary bands, pay rates, and the factors influencing remuneration, VPS employees can confidently navigate their career paths and work towards achieving their professional goals within the public service sector.

August 12, 2023March 6, 2025

Understanding APS Salaries: A Comprehensive Guide to Australian Public Service Pay Rates

Introduction

Working in the Australian Public Service (APS) can be an appealing career choice for many individuals due to its stable and rewarding nature. However, like any profession, understanding the salary structure is essential to making informed decisions about one’s career path. In this comprehensive guide, we will delve into the intricacies of APS pay rates, including the different levels, pay scales, and factors that influence salary determination.

APS Salary Structure

The APS salary structure is based on a system of levels and bands that outline the pay rates for different positions within the public service. Each level corresponds to certain responsibilities, qualifications, and experience, with higher levels generally indicating higher levels of responsibility and complexity of work.

APS employees can be classified into various levels, which include APS 1 to APS 6, Executive Level 1 (EL1), Executive Level 2 (EL2), and Senior Executive Service (SES). Each level comes with its own distinct pay rate.

Factors Influencing APS Salary Determination

Several factors influence the determination of APS salaries, and they can vary depending on the level and responsibilities of the position. Some of the key factors include:

1. Classification Level:

As mentioned earlier, the classification level of the position plays a significant role in determining the salary. Higher levels often require more experience, qualifications, and responsibilities, which are reflected in the pay.

2. Budget Allocations:

The budget allocated to each agency can influence the salary packages they can offer to their employees. If you are asking for a pay bump above the next increment, it can often require Deputy Secretary approval.

3. Experience and Qualifications:

The candidate’s relevant work experience and educational qualifications are crucial factors in salary determination. Those with more experience and higher qualifications positions you to negotiate for a higher salary.

Did you know? The Australian Government offers a range of graduate programs across its various departments and agencies. These programs provide graduates with the opportunity to work in a challenging and dynamic environment to develop their skills and contribute to the important work of the Australian Government.

4. Specialised Skills:

Positions that require specialised skills or expertise may receive higher salaries to attract qualified professionals.

5. Location:

The cost of living and job market conditions in different regions can impact APS salaries. For example, we’ve generally found that APS employees are paid less in Hobart than they are in Canberra. This is not necessarily a reflection of cost of living but rather lack of employer competitiveness and that central agencies are usually in Canberra, with smaller frontline agencies in other places.

6. Industry Demand:

The demand for specific skills and expertise within certain sectors can impact the salary ranges offered by agencies operating in those industries. For example, graduate lawyers are often offered higher starting salaries than their non-lawyer counterparts.

Selection Criteria Review (Graduate)

Detailed assessment of your written statement starting at $99

APS Pay Rate Breakdown by Level

Each Australian Government department has its own enterprise agreement with different working hours, benefits and of course salaries. In this article we have given general ranges within each level but be sure to check the specific EA of the Department or agency you are applying for.

APS1

Minimum: $45,205
Maximum: $56,834

The APS1 level represents the entry point for individuals in the APS. Employees at this level predominantly provide administrative and basic support services within their respective agencies. It is very uncommon to find an APS 1 role these days, unless it’s a cadetship or similar program.

APS2

Minimum: $47,610
Maximum: $62,967

At the APS2 level, employees continue to provide administrative support. As with the APS 1 level, it is very unusual to find an APS 2 position anymore. You might find one if you are doing a uni prac rotation, for example.

APS3

Minimum: $52,266
Maximum: $71,408

APS3s are typically in administrative roles or alternatively, graduate program participants.

APS4

Minimum: $53,262
Maximum: $77,819

APS4 roles cover a range of occupations. An APS4 employee may be in a more senior administrative role or typically first year out of a graduate program (for example, an entry level policy role).

APS5

Minimum: $56,129
Maximum: $86,211

At the APS5 level, employees are engaged in professional work and may manage specific projects. It really depends on what type of occupation and what type of agency you are in. For example, if you are in a frontline Human Services role, you could have a number of staff under you. If you are in a policy role or a central agency, it’s extremely unlikely that you will have any management responsibility but will rather take on increasing policy or program responsibility.

APS6

Minimum: $63,609
Maximum: $106,713

APS6 roles involve a high level of expertise and responsibility, including managing complex projects or teams.

EL1

Minimum: $98,904
Maximum: $139,933

EL1 employees hold middle-management positions, where they are responsible for the strategic direction of their respective teams or areas. Again, it will depend on whether you are in a line agency or a central agency but EL1 are reasonable senior positions with a lot of responsibility. Jumping from the APS 6 level to EL1 is usually the most difficult step for people to make.

EL2

Minimum: $128,291
Maximum: $171,842

EL2 roles are senior management positions, involving shaping policy and leading significant projects or teams. EL2s can manage from a few people all the way up to a few hundred.

Superannuation in the APS

In addition to your base salary, Australian Public Service (APS) employees also receive superannuation contributions from the government. Superannuation serves as a retirement savings plan, where a portion of an employee’s salary is invested to provide financial security during retirement.

The APS superannuation rate is typically determined by the government and may be subject to change over time. As an APS employee you will be earning one of the highest superannuation contributions in the country (15.4% at time of writing) – well above the legislated minimum.

PSSap - the current superannuation system for APS employees

This is not financial advice – always consult a financial advisor.

Designed exclusively for both current and former APS employees, PSSap (Public Sector Superannuation Accumulation Plan) offers a tailored approach to superannuation. This plan allows you to customise various aspects, such as insurance cover levels and investment options, to suit your individual circumstances.

Your employer contributes 15.4% of your super salary directly into your PSSap account. You have the option to enhance your super savings by making before-tax and after-tax contributions or consolidating funds from other super accounts.

Conclusion

Navigating the Australian Public Service salary system can seem complex, but with a solid understanding of the APS levels, pay scales, and factors influencing salary determination, individuals can make informed decisions about their careers. Remember that salary is not the only consideration when choosing a job; other factors such as job satisfaction, work-life balance, and opportunities for growth and development also play crucial roles in career decisions. By staying informed and being proactive in career planning, APS employees can chart a rewarding and fulfilling professional journey in the Australian Public Service.

April 24, 2023March 12, 2025

APS Levels Explained: Officer and Executive

If you’ve never worked in Government before, the seniority system and Australian Public Service (APS) work level standards can be a little bit mystifying. Don’t worry, you’ll get used to it fast.

There are two good news points to make at the outset:

1. The structure is pretty much the same across the Commonwealth and all States and Territories, and

2.The structure does loosely mirror what you would expect to see in large private companies, albeit with a different corporate objective (i.e. no profit motive).

APS Levels Explained

At its simplest, the hierarchy of Government looks like a pyramid, with the majority of staff at officer level ‘doing the work’, with two levels of management above:

The example APS classifications above correlate to the levels of seniority in the Australian Public Service (APS), but you will see similar levels and classifications in all Governments in Australia.

For example, the levels for the Victorian Public Service look like this:

APS Level Guide

Generally speaking, advancing within your section of the pyramid (i.e. from level 3 to level 4, or from Executive Level 1 to Executive Level 2) is easier to achieve that advancing to the next rung on the career pyramid (if you’ll excuse the mixed metaphor).

The reason for this is that these three distinct levels is assumed to carry with it a progressively greater level of managerial or corporate responsibility.

Of course, this is not a hard-and-fast rule. There are plenty of APS4s who manage staff, and plenty of subject matter experts at the Senior Executive Level who do not. However, it is a useful framework within which to view the differences between these levels.

Generally, a person advancing from the first layer to the second would start supervising one or two people. When they are promoted to the EL1 level, they will be responsible for running a whole section. Should they wish to advance to the SES, they would be responsible for a branch, comprising several sections and potentially dozens of officers.

I’m coming in from the Private Sector – What APS Levels Should I Target?

This is a difficult question, and of course every person’s situation is different. If your only experience is in hospitality, Government work will present a steep learning curve, and you would want to give yourself an opportunity to excel – so enter at a level where expected knowledge of government processes is lower. If you are the CEO of BHP and used to managing thousands of people, you should probably run your own Department.

Pay scales can help – but are not always a useful method of calculating where you fit, either. We have seen equal numbers of under-qualified and over-qualified candidates land a job in the public service, only to end up stressed and disillusioned, or bored out of their brains. The best advice we can give here is to talk to people – in the organisation, in the team (there is always a contact officer for every job, for a reason!) and try to feel out how good a fit you are. If you think you can handle it, aim higher! After all, you’re not the one doing the assessing, so throw your hat in the ring, be honest, and you might get a pleasant surprise.

Complete job application bundles (CV + Selection Criteria) from $449

Get Started

CV + Selection Criteria

Complete job application bundles (CV + Selection Criteria) from $449

APS Classification Levels

Now, having said all that, here is a rough approximation of the equivalent levels, by a few professions:

Public Servant	Office Administrator	Academic	Lawyer	Teacher
APS 1-2	Intern	–	Paralegal	Placement
APS 3-4	Administrator	Research Assistant	Junior Associate	Classroom Teacher
APS 5–APS 6	Senior Administrator	PhD Candidate	Associate	Snr Teacher
EL1	Office Manager	Post-Doc Researcher	Senior Associate 1-2	Leading Teacher
EL2	Director	Senior Lecturer	Senior Associate 3-4	Deputy Principal
SES	CEO	Dean	Partner	Principal

It’s important to realise that Government is a different world to the private sector. If you’ve worked in any large organisation, a lot of the process and bureaucracy will already be familiar to you. If you haven’t, give yourself the time and space you need to get familiarised with the public service culture. This is especially important if you are going to be managing people.

A small investment, made early, will reap dividends in the future.

April 17, 2023March 6, 2025

Queensland Government Jobs and Pay Scales

Introduction

The Queensland Public Service is one of the largest employers in the state, with around 241,768.87 (March 2022) employees across various departments and agencies. The maximum number of jobs in Queensland is in Brisbane, with 51% of jobs in the city.

Working in the Queensland Government can be an attractive prospect for many individuals seeking stable employment, competitive pay and benefits, and opportunities for professional growth and development. However, navigating the job application process, understanding the Code of Conduct, and deciphering the pay scale can be overwhelming.

Selection Criteria Review (Graduate)

Detailed assessment of your written statement starting at $99

Overview of the Queensland Public Service

a. Government Jobs in Queensland

The Queensland Government offers a range of full-time, part-time, and casual positions across different job roles and industries. Some of the most common job roles in the Queensland Public Service include:

Administration
Customer service
Education
Finance
Human resources
Information technology
Legal services
Marketing and communications
Policy and research
Project management

b. Applying for Queensland Government Jobs

The Queensland Government job application process can be complex, but it is important to understand and follow the steps to increase your chances of success. Before applying for any government job, you should familiarise yourself with the job description and ensure that you meet the minimum qualifications and requirements. You must also submit a resume and a cover letter highlighting your relevant experience and qualifications.

c. Tips for Applying for Government Jobs in Queensland

When applying for government jobs in Queensland, it is important to be prepared and follow a few tips to increase your chances of success. These include:

Ensure that your resume and cover letter are tailored to the job description and highlight your relevant experience and qualifications.
Check for spelling and grammatical errors before submitting your application.
Provide clear and concise responses to any selection criteria or statement of claims.
Follow all application instructions, including the submission deadline and required documents. Some applications may require to submit an expression of interest (EOI).
Keep track of your applications and follow up if necessary.

Queensland Government Job Application

To apply for a Queensland Government job, you will need to submit your application online through the Queensland Government’s Smart Jobs and Careers website. This website provides information about job openings, the application process, and the status of your application. When submitting your application, ensure that you have included all required documents and have followed the application instructions.

a. Code of Conduct for the Queensland Public Service

As a government employee in Queensland, it’s important to understand the code of conduct that governs your behaviour in the workplace. The Queensland Public Service Code of Conduct outlines the ethical and professional standards that all public service employees must adhere to.

Integrity
Commitment to the public good
Respect for the law
Respect for persons
Responsiveness
Ethical behaviour
Sustainability

b. Overview of the Code of Conduct

The Code of Conduct outlines the values and principles that guide the behaviour of public servants, including integrity, impartiality, accountability, and respect for human rights. It also outlines the responsibilities of public servants, including acting in the public interest, providing honest and impartial advice, and using public resources responsibly.

c. Importance of Adhering to the Code of Conduct

Adhering to the Code of Conduct is essential for maintaining public trust and confidence in the Queensland public service. It also ensures that public servants act ethically and responsibly and that the government is able to deliver high-quality services to Queenslanders.

d. Education Queensland Code of Conduct

The Education Queensland Code of Conduct outlines the following standards for employees:

Professionalism
Duty of care
Respectful relationships
Confidentiality
Managing conflicts of interest
Responsible use of resources
Compliance with laws and policies

Breaching the Education Queensland Code of Conduct can result in disciplinary action, including termination of employment.

Queensland Government Pay Scale

The pay scale for government jobs in Queensland is determined by a variety of factors, including the level of experience and qualifications required for the position, as well as the job responsibilities and the location of the job. Generally, the pay scale for a government job in Queensland ranges from approximately $50,000 to $200,000 per annum.

a. Explanation of the Queensland Government Pay Scale

The Queensland Government pay scale is divided into different levels based on job classification, with each level having a set minimum and maximum salary range. The minimum and maximum salary ranges are set by the Queensland Government Wages Policy and are reviewed regularly to ensure that they are competitive with other employers in the public and private sectors.

b. Factors that Influence Queensland Government Pay Scale

Several factors influence the Queensland Government pay scale, including job classification level, experience, qualifications, and performance. For example, employees at higher job classification levels typically receive higher salaries than those at lower levels. Similarly, employees with more experience or higher qualifications may receive higher salaries than those with less experience or lower qualifications.

Queensland Government Job Classification Levels

The Queensland Government job classification levels are divided into several levels, with each level representing a range of roles and responsibilities. The levels range from AO1 to SES Band 3, with each level having a set minimum and maximum salary range. Higher job classification levels typically require more experience and qualifications and have greater responsibilities and decision-making authority.

Types of Government Jobs in Queensland

There are several types of government jobs in Queensland, including federal government jobs, state government jobs, and graduate jobs.

a. Federal Government Jobs in Queensland

Federal government jobs in Queensland are available in a wide range of fields, including health, education, law enforcement, and public administration. These jobs are typically available through the Australian Public Service jobs website, which provides information about job openings, application requirements, and the recruitment process.

b. Queensland State Government Jobs

Queensland state government jobs are available in a range of fields, including health, education, law enforcement, and public administration. These jobs are typically advertised on the Queensland Government’s Smart Jobs and Careers website, which provides information about job openings, application requirements, and the recruitment process.

c. Queensland Government Graduate Jobs

Queensland Government graduate jobs are available in a range of fields, including accounting, engineering, and law. These jobs are typically advertised on the Queensland Government’s Graduate Portal website, which provides information about job openings, application requirements, and the recruitment process.

Benefits of Queensland Government Jobs

Working in the Queensland Government has several benefits, including job security, competitive pay and benefits, and opportunities for professional growth and development.

a. Job Security

Working in the Queensland Government provides job security, as the public service is a stable and secure employer. This is especially important during times of economic uncertainty, as public servants are less likely to experience job loss or unemployment.

b. Competitive Pay and Benefits

The Queensland Government offers competitive pay and benefits, including generous superannuation, paid parental leave, and flexible working arrangements. The government also provides opportunities for professional development and career advancement, including training programs and mentoring.

c. Opportunities for Professional Growth and Development

Working in the Queensland Government provides opportunities for professional growth and development, as public servants are exposed to a diverse range of roles and responsibilities. This can lead to increased job satisfaction and career advancement opportunities.

How to Get a Government Job in Queensland

To get a government job in Queensland, you will need to meet the minimum qualifications and requirements for the job and submit a strong application that highlights your relevant experience and qualifications

a. Qualifications Required for Government Jobs in Queensland

The qualifications required for government jobs in Queensland vary depending on the job classification level and the field of work. However, most government jobs require a minimum level of education and relevant experience.

b. Where to Find Job Openings in the Queensland Public Service

Job openings in the Queensland public service can be found on the Smart Jobs and Careers website, as well as through recruitment agencies and job boards. It is important to regularly check these sources for new job openings and to ensure that you meet the minimum qualifications

c. Tips for Increasing Your Chances of Getting a Government Job in Queensland

Here are some tips for increasing your chances of getting a government job in Queensland:

Tailor your application to the job: Read the job description and tailor your application to highlight your relevant experience and qualifications.
Address the selection criteria: Address each selection criterion in your application, and provide examples of how you meet each criterion.
Provide evidence of your skills and experience: Provide evidence of your skills and experience, such as certificates, qualifications, or references.
Prepare for the interview: Prepare for the interview by researching the organisation and practising your responses to common interview questions.
Network: Network with current government employees and attend job fairs and recruitment events to increase your chances of getting a job.

Conclusion

Working in the Queensland Government can be a rewarding and fulfilling career choice, offering job security, competitive pay and benefits, and opportunities for professional growth and development. To get a government job in Queensland, you will need to meet the minimum qualifications and requirements for the job and submit a strong application that highlights your relevant experience and qualifications.

April 1, 2023January 14, 2025

Cover Letters for Public Service Careers in Australia

Introduction

When it comes to applying for a government job, your cover letter can make or break your chances of landing the position. It is your first opportunity to make a strong impression on the hiring manager (which might be in HR or your new boss) and showcase your skills and qualifications. In this article, we will discuss how to write an effective cover letter for government jobs, including tips and best practices.

Components of Cover Letter

A cover letter typically includes the following components:

Contact Information

This includes your:

Full name
Address
Phone number
Email address
The date
The contact information of the employer or hiring manager you are addressing.

Salutation

This is the greeting at the beginning of your letter. You should address the recipient by name if possible (if it’s not on the position description, see what you can find out via the Org Chart or LinkedIn), or, if absolutely necessary, use a generic greeting such as:

“Dear Hiring Manager”
“To Whom It May Concern.”

Letter/Selection Writing services.

Professional writing services to help you stand out in government job applications with tailored, high-quality responses

Introduction

In the opening paragraph, you should briefly introduce yourself and state the position you are applying for. You might also mention how you learned about the job opening or why you are interested in the company.

Body

The body of your letter should explain why you are a good fit for the job. You can highlight your relevant skills and experience, and provide specific examples of your accomplishments that demonstrate your qualifications for the position.

Closing

In the closing paragraph, you should express your enthusiasm for the job and thank the employer for considering your application. You might also include a sentence about following up on your application, such as “I look forward to the opportunity to discuss my suitability with you further.”

Signature

End the letter with a professional closing, such as “Sincerely” or “Kind regards,” followed by your full name and signature.

March 30, 2023January 11, 2025

Integrated Leadership System (ILS): An Explainer

Introduction

Public servants play a crucial role in the functioning of Australia’s government, delivering essential services to the public, and shaping the country’s policies and regulations. However, to be effective in their roles, public servants need to possess strong leadership skills and capabilities. This is where the Integrated Leadership System (ILS) comes in, as it provides a framework for identifying and developing leadership skills across all levels of the Australian Public Service (APS), the “APS ILS”.

The APS Integrated Leadership System

The APS Integrated Leadership System is a comprehensive framework that outlines the core leadership skills and capabilities required of all public servants across the APS – the ILS Capabilities. The system is designed to support the development of leaders at all levels, from entry-level positions to senior executive roles. It is managed by the Australian Public Service Commission (APSC), which is responsible for overseeing the implementation of the system and ensuring that it aligns with the government’s strategic goals and priorities.

The Public Sector Capability Framework (or APS Capability Framework)

The APS Integrated Leadership System is built upon the Public Sector Capability Framework, which provides a foundation for the identification and development of core skills and capabilities required of all public servants. The framework outlines the following core capabilities:

- Shapes strategic thinking
- Achieves results
- Cultivates productive working relationships
- Exemplifies personal drive and integrity
- Communicates with influence
- Demonstrates accountability and sound judgments

These capabilities are relevant to all public servants, regardless of their level or specific job function. They provide a foundation for the development of leadership skills and are used as a basis for assessing performance and potential in the context of the Integrated Leadership System.

You can use the ILS to ensure that you are targeting your job application to the correct level.

Integrated Leadership System EL2 (ILS EL2)

EL2 is the highest level of leadership within the APS Integrated Leadership System. Employees at this level are responsible for leading and managing complex projects and programs, and for providing strategic direction to their teams and the wider APS.

Some of the key competencies and behaviours that are expected at this level include:

- Strategic Thinking– being able to think critically and strategically, identify opportunities and risks, and develop and implement plans that align with organisational goals and objectives.
- Leadership– demonstrating the ability to inspire and motivate others, provide direction and guidance, and manage change effectively.
- Communication– being able to communicate clearly and effectively with colleagues, stakeholders and clients at all levels of the organisation, and to influence and negotiate to achieve desired outcomes.
- Results Focus– being able to manage complex projects, set priorities and deliver results that meet or exceed expectations.
- Building Capability– developing the capability of others, providing constructive feedback and coaching, and sharing knowledge and expertise to build the capability of the team and the organisation.
- Continuous Learning– seeking out new learning opportunities, reflecting on experiences and applying new skills and knowledge in the workplace.
- Customer Focus– understanding and meeting the needs of internal and external clients and stakeholders, and continuously improving service delivery.
- Teamwork– working collaboratively with others, valuing and respecting diversity, and contributing to a positive work environment.

Integrated Leadership System EL1 (ILS EL1)

EL1 is the second-highest level of leadership within the APS Integrated Leadership System. Employees at this level are responsible for leading and managing teams, and for implementing strategies and policies within their areas of responsibility.

Strategic Thinking – being able to think critically and strategically, identify opportunities and risks, and develop and implement plans that align with organisational goals and objectives.
Leadership – demonstrating the ability to inspire and motivate others, provide direction and guidance, and manage change effectively.
Communication – being able to communicate clearly and effectively with colleagues, stakeholders and clients at all levels of the organisation, and to influence and negotiate to achieve desired outcomes.
Results Focus – being able to manage complex projects, set priorities and deliver results that meet or exceed expectations.
Building Capability – developing the capability of others, providing constructive feedback and coaching, and sharing knowledge and expertise to build the capability of the team and the organisation.
Continuous Learning – seeking out new learning opportunities, reflecting on experiences and applying new skills and knowledge in the workplace.
Customer Focus – understanding and meeting the needs of internal and external clients and stakeholders, and continuously improving service delivery.
Teamwork – working collaboratively with others, valuing and respecting diversity, and contributing to a positive work environment.

Integrated Leadership System APS 6 (ILS APS 6)

APS 6 is a mid-level leadership position within the APS Integrated Leadership System. Employees at this level are responsible for managing teams and projects, and for contributing to the development of policies and strategies.

Some of the key competencies and behaviours that are expected at this level include:

- Strategic Thinking– being able to think critically and strategically, identify opportunities and risks, and develop and implement plans that align with organisational goals and objectives.
- Leadership– demonstrating the ability to inspire and motivate others, provide direction and guidance, and manage change effectively.
- Communication– being able to communicate clearly and effectively with colleagues, stakeholders and clients at all levels of the organisation, and to influence and negotiate to achieve desired outcomes.
- Results Focus– being able to manage complex projects, set priorities and deliver results that meet or exceed expectations.
- Building Capability– developing the capability of others, providing constructive feedback and coaching, and sharing knowledge and expertise to build the capability of the team and the organisation.
- Continuous Learning– seeking out new learning opportunities, reflecting on experiences and applying new skills and knowledge in the workplace.
- Customer Focus– understanding and meeting the needs of internal and external clients and stakeholders, and continuously improving service delivery.
- Teamwork– working collaboratively with others, valuing and respecting diversity, and contributing to a positive work environment.

Integrated Leadership System APS 5 (ILS APS 5)

APS 5 is a lower-level leadership position within the APS Integrated Leadership System. Employees at this level are responsible for carrying out operational tasks and contributing to the development of policies and strategies within their areas of responsibility.

- Strategic Thinking– being able to analyse complex information, identify trends and patterns, and develop and implement strategies that align with organisational goals and objectives.
- Leadership– demonstrating the ability to inspire, motivate and guide others, and to lead by example.
- Communication– being able to communicate clearly and effectively with colleagues, stakeholders and clients at all levels of the organisation.
- Results Focus– being able to manage projects, set priorities and deliver results that meet or exceed expectations.
- Building Capability– supporting the development of others, providing constructive feedback and coaching, and sharing knowledge and expertise to build the capability of the team and the organisation.
- Continuous Learning– seeking out new learning opportunities, reflecting on experiences and applying new skills and knowledge in the workplace.
- Customer Focus– understanding and meeting the needs of internal and external clients and stakeholders, and continuously improving service delivery.
- Teamwork– working collaboratively with others, valuing and respecting diversity, and contributing to a positive work environment.

Integrated Leadership System APS 4 (ILS APS 4)

At the APS 4 level, employees are expected to demonstrate a range of competencies and behaviours that support effective performance and leadership within their roles.

Some of the key competencies and behaviours that are expected at this level include:

- Accountability– taking responsibility for work outcomes and being able to explain and justify decisions made.
- Communication– being able to communicate clearly and effectively with colleagues, stakeholders and clients.
- Problem Solving– identifying and analysing problems, developing and implementing solutions and continuously improving processes.
- Teamwork– working collaboratively with others, valuing and respecting diversity, and contributing to a positive work environment.
- Continuous Learning– seeking out new learning opportunities, reflecting on experiences and applying new skills and knowledge in the workplace.
- Customer Focus– understanding and meeting the needs of internal and external clients and stakeholders.
- Building Capability– supporting the development of others, providing constructive feedback and coaching, and sharing knowledge and expertise.
- Adaptability– being flexible and adaptable to changing circumstances, and able to manage competing priorities effectively.

Conclusion

In addition to these competencies and behaviours, APS employees are also expected to have a good understanding of the APS Values and Code of Conduct, and to demonstrate ethical behaviour and integrity in their work.