Working in the APS

The Australian Public Service aims to be a model employer. This is an employer that offers competitive remuneration and attractive working arrangements and creates workplaces where employees are engaged in their work and perform at their best.

The APS Employee Value Proposition was released on APS Jobs in November 2023 to communicate the benefits of working in the APS. It was developed by the Australian Public Service Commission under the sponsorship of the Future of Work Sub-committee of the Secretaries Board (now the Capability and Workforce Committee). Its aim is to position the APS to attract, retain and develop the workforce it needs in a competitive and challenging labour market.

The new APS Value of Stewardship embeds the important and enduring role all employees have in ensuring that the APS serves the government, Parliament, and the Australian community into the future.This includes stewardship of information, critical to providing the best advice and highest level of service.

Service-wide bargaining concluded in March 2024, paving the way for reduced fragmentation of pay and conditions across the APS. Bargaining resulted in 59 common conditions, including substantial improvements to entitlements for parental leave and personal/carer’s leave, and support for employees experiencing family and domestic violence.

APS enterprise agreements now contain a common clause on flexible working arrangements. The ways agencies implement these arrangements will consider the delivery of services, the needs of the agency and team, and the individual circumstances of the employee. Flexibility makes the APS a more competitive employer in the labour market and supports diversity in the workforce and a more productive and effective public service.

Employee engagement levels in the APS continue to be high. Key drivers identified in the APS Employee Census include a culture of integrity and inclusion, a willingness to consider frank advice, new ways of doing things and effective agency communication.

APS employees have a positive view of the ways their health and wellbeing are considered by their managers and their agency. Service-wide resources are already available to agencies and new resources are being developed, including about psychosocial hazards.

Employee programs and agency guidance have been updated to help prevent, and respond to, workplace sexual harassment, sex discrimination, victimisation and related unlawful behaviours. This reflects changes to the Sex Discrimination Act 1984.

APS agencies are reporting critical skills shortages. Employing staff in a broader range of locations is one way agencies are addressing these gaps. The APS Location Framework has been developed to help agencies navigate this opportunity.