Attraction and separation

Tracking the motivations behind people joining and leaving the APS helps to develop talent and employment value strategies.

In 2016–17, there were 9,123 engagements and 9,677 separations of ongoing employees in the APS.

Figure 1: Headcount, engagements and separations of ongoing APS employees

Learn more about this chart: view data for Figure 1.

A number of APS agencies ask their new employees to complete the APS Entry Survey. Respondents to this survey indicate that the work they expected to be undertaking was most important in attracting them to their new role. Long–term career progression and employment conditions are also commonly cited reasons. Most employees taking up ongoing positions expected to stay with their new agencies for at least two years.

The career intentions of current APS employees are explored in the 2017 APS employee census. Forty-nine per cent of respondents indicated that they wanted to remain employed within their agency for the next three years.

Figure 2: Career intentions of APS employees

Learn more about this chart: view data for Figure 2.

The APS employee census sought reasons where employees indicated a desire to leave their agency within the next 12 months. A lack of career opportunities is the most common reason, cited by 29 per cent of respondents. Sixteen per cent wanted to try a different type of work or were seeking a career change.

The APS employee census results reflect those of the APS Exit Survey. Respondents from participating agencies most commonly report that a lack of future career opportunities was an important factor in their decision to leave their agency. A desire to try a different type of work as also a common factor.

Results in 2017 suggest that a significant proportion of APS employees want to remain with their agency for a number of years into the future. Those who want to move from or to an APS agency are attracted to new, different and challenging work. Some are also seeking to further their careers.