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Classifications and broadbanding
Classifications
All employees within the APS must be allocated an approved APS classification. The approved APS classifications are detailed in the Public Service Classification Rules 2000 and relate to the work value of duties to be performed.
Agencies may group more than one APS classification into a broadband, where the work value extends across more than one APS classification, to meet the needs of the particular agency. However, APS employees may only hold a single APS classification within a broadband.
The approved APS classification should always appear when a vacancy is advertised in the APS Employment Gazette.
Agencies may also use their own local designations but these must be in addition to approved APS classifications.
Broadbanding
Broadbanding describes the action of combining two or more non-SES APS classification levels into a single, broader group of duties within an agency. The broadbanded level or levels are often given a local designation. Broadbanding is an option where agencies determine that a group of duties can reasonably be expected to encompass a work value span which relates to more than one APS classification.
Broadbanding is usually implemented through Collective Agreements made in accordance with the Australian Government Employment Bargaining Framework. SES classifications cannot be broadbanded.
The option to broadband is provided for under Rule 9(4) of the Public Service Classification Rules 2000. This states that if a group of duties involves work value requirements applying to more than one classification, the agency head may allocate more than one classification (a broadband) to the group of duties. For example, Agency X may have a broadband called ‘Agency X Band 2’ that encompasses the full range of work value and work level standards of both the APS 3 and APS 4 classifications.
The broadband is allocated to the group of duties, not to the individual employee performing the duties. At all times, the agency must be able to identify the specific APS classification each employee holds—it cannot be more that one classification at any given time. This is required by the Public Service Classification Rules 2000 and allows for movement to and from the agency. Agencies should structure their salary and classification scales so that the specific APS classification corresponding to each pay point within the broadband can be easily identified.
Advancement within a broadband
Advancement of an employee through a broadband is generally subject to ‘barriers’ such as availability of work, the acquisition of skills by the employee and/or their standard of performance as determined through the agency’s performance management system.
Where an employee is already performing duties within a broadband in their agency, they can be allocated a higher classification within that broadband. In accordance with Clause 2.3(b) of the Public Service Commissioner’s Directions, such a decision is made on the basis of an assessment of the employee’s work-related qualities and the work-related qualities required for efficient and effective organisational performance.
In accordance with clause 4.6(c) of the Public Service Commissioner’s Directions, the allocation of a higher APS classification in a broadband to an employee already employed within that broadband is not regarded as a promotion. Therefore, that advancement is not subject to the requirement in the Public Service Commissioner’s Directions that the opportunity must have been notified in the APS Employment Gazette.
Agencies may choose to install a competitive merit selection barrier within a broadband, for example when there is only limited work availability at a higher level within that broadband. The agency head (or their delegate) may determine that such a merit selection exercise might only be open to agency employees already employed within the broadband concerned.
The agency head (or delegate) may however choose to notify the vacancy in the APS employment Gazette and conduct a full competitive merit selection exercise.
Movement or promotion to a broadband
When a broadbanded vacancy has been notified in the APS Employment Gazette, the agency head (or delegate) can determine the APS classification within the broadband at which the opportunity is to be filled. This may depend on factors such as the successful applicant’s current classification and capabilities and/or the availability of work at a particular level.
Where an APS employee moves from one agency into another agency’s broadband it could be either a movement at (or below) level or promotion depending on their current APS classification and the particular level within the broadband to which they are moving. For example, an ongoing APS3 employee may move from his or her existing agency to duties in Agency X Band 2 (APS3-APS4). If the employee moves to Agency X at the APS3 level within the broadband, this is a move at level. If, however, the employee moves to Agency X at the APS4 level within the broadband, that is a promotion.
APS Values
In developing a non-SES broadbanded structure, it is important for agencies to look carefully at the homogeneity or commonality of functions, including supervisory needs, and to place barriers and breaks in the structure appropriately. Agencies should be mindful that it would be difficult to meet the APS Values without incorporating at least two breaks that would require open competitive merit selection.
The Public Service Commissioner believes that there are very few jobs at Executive Levels 1 and 2 which are sufficiently homogeneous or have a sufficient commonality of functions to justify broadbanding. In the Commissioner’s view, the spread of responsibility (such as the management challenge, accountability requirements, the scope of influence or judgement required) across these two classification levels, and the importance of the Executive Level 2 classification as a feeder group to the Senior Executive Service (SES), would justify keeping them separate in most cases.
The extent of a broadbanded structure and the location of the breaks requiring open competitive selection will depend upon the particular organisational structure of the agency. While agency heads have the flexibility to agree on broadbanding arrangements which best suit the needs of their agencies, they must take into account the APS Values relating to merit, community access to employment and leadership when establishing such arrangements.
References:
Public Service Classification Rules 2000
Public Service Commissioner’s Directions Clauses 2.3(b) and 4.6(c)
