What does success look like after implementation of the Capability Review Response

  • We are a trusted and credible adviser for our Ministers and APS entities on workforce matters.
  • We provide clear, authoritative service wide guidance and policy to APS entities and support implementation.
  • We are focussed and deliberate in our engagement through networked partnerships and unified engagement.
  • We understand the needs of the Australian community and APS entities.
  • We build whole of APS capability where the APS needs it.
  • We uphold and lead on integrity in the APS and meet our legislative obligations.
  • We are a model APS employer, with the right people, with the right skills, in the right place, to deliver on our priorities.
  • We have a clearly prioritised agenda that is aligned to our legislative responsibilities and vision.
  • Our operating model is optimal to deliver on our priorities.
  • Our people have the confidence, systems and tools to do their work.

Evaluating success

The APSC will evaluate the success of the implementation of actions through the following:

Surveys

  • APS Agency Survey – used to ascertain the capability needs of entities and whether entities utilise our workforce products
  • Annual Client Survey – used to understand stakeholder views from Secretaries and Deputy Secretaries Talent Councils
  • APS Stakeholder Survey – periodic surveys to seek stakeholder views on the APSC’s services.

External engagement

  • Annual engagement / interviews of key stakeholders – many provided feedback through the Capability Review process so it is important to ascertain whether the APSC is meeting expectations
  • Feedback from the Minister for the Public Service and the Assistant Minister for the Public Service
  • Engagement with APSC information, education and communications
  • Agency-specific questions in the APS Employee Census focussing on the internal actions / shifts we are trying to achieve.

Internal engagement

  • Internal employee surveys – periodic surveys of our employees on organisational issues
  • Feedback from the Senior Executive Service (SES) Diversity Champion Networks.
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