Appendix A Terms of Reference

Review principles

The Review Panel will provide recommendations on an optimal management structure for the APS which represents:

• Streamlined decision‐making and accountability with flexibility to respond to changes including new ways of working;
• A culture of responsibility and decision‐making being delegated to the lowest level possible;
• Spans of control reflecting the type of work being managed; and
• Simplified and clear workforce management guidelines.

Recommendations should be practical and allow employees and duties to be classified under a common APS‐wide classification system. Any new approach should allow for differentiation depending on agency size and role.

Specific deliverables for this project include:

• Review and report on the current APS classification framework and develop recommendations on a clear, effective and efficient structure that is fit for the future.
• Provide advice to the APS Commissioner on implementation of recommendations arising from the APS Hierarchy and Classification review.
• Review and update the APS Framework for OMS.

In‐scope

The following is included in the scope of work for this project:

• Review of the APS Hierarchy and Classification structure (APS1‐6, EL1‐2, SES 1‐3) with particular attention on future‐state and potential for new structures.
• Examine apprentice, graduate, trainee and cadet classifications (training classifications).
• Consider occupational‐specific classifications and agency‐specific classifications.
• Consider the use of broadbanding within the APS classification framework.
• Review of the Public Service Classification Rules 2000.
• Review and update the 2014 APS Framework for OMS.
• Comprehensive service wide consultation and communications at all levels.
• Stakeholder engagement including union bodies and representatives.
• Implementation plan for recommendations from the Hierarchy and Classification review and provision of advice to the APS Commissioner to engage with APS leadership and staff.

Out‐of‐scope

The following is not included in the scope of work for this project:

• Individual capability assessments.
• Non‐APS classification structures.
• Changes to the current enterprise bargaining framework or harmonisation of pay and conditions across the APS.
• Remuneration settings.
• Average staffing levels (ASL) rules and decisions.
• Regulation Impact Statement (RIS)/legislative amendment (to be addressed as part of implementation in forward years).
• Workforce planning tools and practices (i.e., role evaluation) which may form initiatives to be designed and delivered as separate projects under the implementation roadmap and/or APS Workforce Strategy.
• Strategies to increase diversity representation at non‐SES and SES levels (delivered via other initiatives).