Appendix 4: Supporting statistics to the report
Chapter 1: Strong foundations
Integrity in all the APS does
In the 2022 APS Agency Survey, agencies reported that 604 employees were the subject of an investigation into a suspected breach of the APS Code of Conduct that was finalised in 2020–21. Table A4.1 presents the number of APS employees investigated by agencies for suspected breaches of individual elements of the APS Code of Conduct and the number of breach findings in 2021–22. One employee can be investigated for multiple elements of the Code of Conduct of the Public Service Act 1999.
Table A4.1: Number of APS employees investigated and found in breach of elements of the APS Code of Conduct (2021–22)
| Element of Code of Conduct | Investigated | Breached |
| Behave honestly and with integrity in connection with APS employment, | 240 | 205 |
| Act with care and diligence in connection with APS employment (s. 13(2)) | 155 | 93 |
| When acting in connection with APS employment, treat everyone with respect and courtesy, and without harassment (s. 13(3)) | 118 | 78 |
| When acting in connection with APS employment comply with all applicable Australian laws (s. 13(4)) | 28 | 16 |
| Comply with any lawful and reasonable direction given by someone in the employee’s Agency who has authority to give the direction (s. 13(5)) | 177 | 111 |
| Maintain appropriate confidentiality about dealings that the employee has with any Minister or Minister’s member of staff (s. 13(6)) | 2 | 2 |
| Take reasonable steps to avoid any conflict of interest (real or apparent), and disclose details of any material personal interest of the employee, in connection with the employee’s APS employment (s. 13(7)) | 36 | 31 |
| Use Commonwealth resources in a proper manner and for a proper purpose (s. 13(8)) | 92 | 76 |
| Not provide false or misleading information in response to a request for information that is made for official purposes in connection with the employee’s APS employment (s. 13(9)) | 37 | 29 |
| Not make improper use of: inside information, or the employee’s duties, status, power or authority, in order to: a) gain, or seek to gain, a benefit or advantage for the employee or any other person; or b) cause, or seek to cause, a detriment to the employee’s Agency, the Commonwealth or any other person (s. 13(10)) | 40 | 29 |
| At all times behave in a way that upholds the APS Values and APS Employment Principles, and the integrity and good reputation of the employee’s Agency and the APS (s. 13(11)) | 393 | 342 |
| While on duty overseas, at all times behave in a way that upholds the good reputation of Australia (s. 13(12)) | 6 | 2 |
| Comply with any other conduct requirement that is prescribed by the regulations (s. 13(13)) | 1 | 0 |
Source: 2022 APS Agency Survey
Table A4.2 presents the number of APS employees investigated for suspected breaches of the APS Code of Conduct during 2021–22 that resulted from each type of report.
Table A4.2: Type of reports leading to finalised APS Code of Conduct investigations (2021–22)
| Type of report | Number of employees |
| A report generated by a compliance/monitoring system (e.g. audit) | 273 |
| A report made to a central conduct or ethics unit or nominated person in a human resources area | 160 |
| A report made to an email reporting address | 67 |
| A report made to a fraud prevention and control unit or hotline | 32 |
| A Public Interest Disclosure | 8 |
| A report made to another hotline | 6 |
| A report made to an employee advice or counselling unit | 5 |
| Other | 57 |
Source: 2022 APS Agency Survey
Table A4.3 presents the outcomes for APS employees investigated for suspected breaches of the APS Code of Conduct during 2021–22.
Table A4.3: Outcome of investigations into suspected breaches of the APS Code of Conduct (2021–22)
| Outcome | Number of employees |
| Breach found and sanction applied | 290 |
| No breach found (for any element of the Code) | 136 |
| Breach found but no sanction applied – employee resigned prior to sanction decision | 119 |
| Breach found but no sanction applied – other reason | 34 |
| Investigation discontinued – employee resigned | 18 |
| Investigation discontinued – other reason | 7 |
Source: 2022 APS Agency Survey
Table A4.4 presents the sanctions applied to APS employees found to have breached the APS Code of Conduct during 2021–22.
Table A4.4: Sanctions imposed for breaches of the APS Code of Conduct (2021–22)
| Sanction | Number of employees |
| Reprimand | 181 |
| Deductions from salary by way of a fine | 81 |
| Reduction in salary | 78 |
| Termination of employment | 65 |
| Reduction in classification | 23 |
| Re-assignment of duties | 13 |
Source: 2022 APS Agency Survey
Table A4.5 presents the proportion of respondents who, during the previous 12 months, had witnessed another APS employee within their agency engaging in behaviour they considered may be serious enough to be viewed as corruption.
Table A4.5: APS employee perceptions of corruption
| Potential corruption witnessed | % |
| Yes | 3.1 |
| No | 90.9 |
| Not sure | 3.6 |
| Would prefer not to answer | 2.3 |
Source: 2022 APS Employee Census
Of those who had witnessed potential corruption, the types of corruption are presented in
Table A4.6
Table A4.6: Types of potential corruption witnessed
| Potential corruption witnessed | % who had witnessed potential corruption |
| Cronyism-preferential treatment of friends, such as appointing them to positions without proper regard to merit |
63.1 |
| Nepotism-preferential treatment of family members, such as appointing them to | 3.6 |
| positions without proper regard to merit | 26.3 |
| Acting (or failing to act) in the presence of an undisclosed conflict of interest | 19.3 |
| Fraud, forgery or embezzlement | 12.6 |
| Green-lighting | 11.8 |
| Theft or misappropriation of official assets | 5.4 |
| Unlawful disclosure of government information | 3.9 |
| Perverting the course of justice | 3.1 |
| Bribery, domestic and foreign – obtaining, offering or soliciting secret commissions, kickbacks or gratuities | 2.7 |
| Blackmail | 1.6 |
| Insider trading | 1.1 |
| Colluding, conspiring with, or harbouring criminals | 0.6 |
| Other | 11.7 |
Source: 2022 APS Employee Census. Percentages are based on respondents who said they witnessed potential corruption. As respondents could select more than one option, total percentages may exceed 100%.
Chapter 2: Diverse and inclusive workplaces
Respectful workplaces
In the 2022 APS Employee Census, 9.7% of respondents indicated they had been subjected to harassment or bullying in their workplace in the 12 months preceding the APS Employee Census.
Table A4.7 presents the types of behaviour perceived by respondents.
Table A4.7: Type of harassment or bullying perceived by respondents
| Type of behaviour | % of those who indicated they had been subjected to harassment or bullying in their workplace in the previous 12 months preceding the 2022 APS Employee Census |
| Verbal abuse (e.g. offensive language, derogatory remarks, shouting or screaming) | 41.7 |
| Interference with work tasks (i.e. withholding needed information, undermining or sabotage) | 40.3 |
| Inappropriate and unfair application of work policies or rules (e.g. performance management, access to leave, access to learning and development) | 31.4 |
| Deliberate exclusion from work-related activities | 26.2 |
| Cyberbullying (e.g. harassment via IT, or the spreading of gossip/materials intended to defame of humiliate) | 8.1 |
| Sexual harassment | 4.2 |
| Physical behaviour | 3.9 |
| Interference with personal property or work equipment | 3.9 |
| ‘Initiations’ or pranks | 2.7 |
| Other | 19.7 |
Source: 2022 APS Employee Census. Percentages are based on respondents who said they had been subjected to harassment or bullying in their current workplace. As respondents could select more than one option, total percentages may exceed 100%.
Table A4.8 presents the perceived source of the harassment or bullying indicated by respondents in 2022.
Table A4.8: Perceived source of harassment or bullying
| Perceived source | % of those who indicated they had been subjected to harassment or bullying in their workplace in the 12 months preceding the 2022 APS Employee Census |
| Co-worker | 36.7 |
| Someone more senior (other than your supervisor) | 30.8 |
| A previous supervisor | 27.6 |
| Your current supervisor | 17.7 |
| Someone more junior than you | 8.0 |
| Client, customer or stakeholder | 4.4 |
| Contractor | 2.5 |
| Consultant/service provider | 1.0 |
| Representative of another APS agency | 0.7 |
| Minister or ministerial adviser | 0.4 |
| Unknown | 1.8 |
Source: 2022 APS Employee Census. Percentages are based on respondents who said they had been subjected to harassment or bullying in their current workplace. As respondents could select more than one option, total percentages may exceed 100%.
Table A4.9 presents the reporting behaviour of respondents who had perceived harassment or bullying in their workplace in the 12 months preceding the APS Employee Census.
Table A4.9: Reporting behaviour of harassment or bullying
| Reporting behaviour | % of those who indicated they had been subjected to harassment or bullying in their workplace in the 12 months preceding the 2022 APS Employee Census |
| I reported the behaviour in accordance with my agency’s policies and procedures | 33.5 |
| It was reported by someone else | 7.3 |
| I did not report the behaviour | 59.1 |
Source: 2022 APS Employee Census. Percentages are based on respondents who said they had been subjected to harassment or bullying in their current workplace.
Table A4.10 presents the reasons for not reporting harassment or bullying given by respondents who had perceived harassment or bullying in their workplace in the 12 months preceding the APS Employee Census and who did not report the behaviour.
Table A4.10: Reasons for not reporting harassment or bullying
| Reason | % of those who indicated they had been subjected to harassment or bullying in their workplace in the 12 months preceding the 2022 APS Employee Census and did not report the behaviour |
| I did not think action would be taken | 47.5 |
| I feared possible retaliation or reprisals | 47.4 |
| I did not want to upset relationships in the workplace | 39.9 |
| It could affect my career | 37.2 |
| I did not think it was worth the hassle of going through the reporting process | 32.3 |
| Managers accepted the behaviour | 31.3 |
| I did not think the harassment or bullying was serious enough | 16.6 |
| I did not have enough evidence | 15.3 |
| The matter was resolved informally | 8.2 |
| I did not know how to report it | 5.1 |
| Other | 10.0 |
Source: 2022 APS Employee Census. Percentages are based on respondents who said they had been subjected to harassment or bullying in their current workplace and did not report the behaviour. As respondents could select more than one option, total percentages may exceed 100%.
Table A4.11 presents the number of recorded complaints of harassment and bullying made by APS employees within APS agencies during 2021–22.
Table A4.11: Complaints to agencies about harassment and bullying (2021–22)
| Type of behaviour | Number of complaints |
| Verbal abuse (e.g. offensive language, derogatory remarks, shouting or screaming) | 165 |
| Inappropriate and unfair application of work policies or rules (e.g. performance management, access to leave, access to learning and development | 75 |
| Interference with work tasks (i.e. withholding needed information, undermining or sabotage) | 65 |
| Sexual harassment | 59 |
| Physical behaviour | 30 |
| Cyberbullying (e.g. harassment via IT, or the spreading of gossip/materials intended to defame/humiliate) | 27 |
| Interference with personal property or work equipment | 3 |
| Initiations or pranks | 2 |
| Other | 201 |
Source: 2022 APS Agency Survey
In the 2022 APS Employee Census, 10% of respondents indicated they had been subjected to discrimination during the 12 months preceding the APS Employee Census and in the course of their employment.
Table A4.12 presents the types of discrimination perceived by respondents during the 12 months preceding the APS Employee Census and in the course of their employment.
Table A4.12: Type of discrimination perceived by respondents
| Type of behaviour | % of those who indicated they had been subjected to discrimination during the 12 months preceding the 2022 APS Employee Census and in the course of their employment |
| Gender | 28.9 |
| Age | 24.9 |
| Caring responsibilities | 21.4 |
| Race | 19.7 |
| Disability (e.g. loss of hearing or sight, incomplete use of limbs, or mental health issues) | 15.9 |
| LGBTIQA+ | 4.4 |
| Religion | 3.6 |
| Identification as an Australian Aboriginal and/or Torres Strait Islander | 3.4 |
| Other | 20.5 |
Source: 2022 APS Employee Census. Percentages are based on respondents who said they had perceived discrimination during the 12 months preceding the APS Employee Census and in the course of their employment. As respondents could select more than one option, total percentages may exceed 100%.
LGBTIQA+ employees
Table A4.13 presents perceptions of inclusion held by respondents who do and do not identify as LGBTIQA+.
Table A4.13: Perceptions of employees who do and do not identify as LGBTIQA+
| Statement | Response | % of those who identified as LGBQTIA+ | % of those who did not identify as LGBQTIA+ | % of APS overall |
| My job inspires me | Agree | 83 | 84 | 84 |
| Neither agree or disagree | 11 | 11 | 11 | |
| Disagree | 6 | 5 | 5 | |
| I believe strongly in the purposes and objectives of the APS | Agree | 75 | 79 | 79 |
| Neither agree or disagree | 15 | 14 | 14 | |
| Disagree | 11 | 7 | 8 | |
| I believe my immediate supervisor cares about my health and wellbeing | Agree | 85 | 86 | 86 |
| Neither agree or disagree | 8 | 9 | 9 | |
| Disagree | 6 | 5 | 5 |
Source: 2022 APS Employee Census
People with disability
Table A4.14 presents the proportion of respondents with an ongoing disability who have that information recorded in their agency’s HR information system.
Table A4.14: Respondents with disability who have that information recorded in their agency’s human resources information system
| Is the information that you have an ongoing disability recorded in your agency’s human resources information system? (i.e. have you informed your agency that you have a disability)? |
% of those with an ongoing disability |
| Yes | 46 |
| No | 30 |
| Not sure | 25 |
Source: 2022 APS Employee Census. Percentages are based on respondents who said they had an ongoing disability.
Table A4.15 presents the reasons respondents with an ongoing disability provided for not having the information they have an ongoing disability recorded in their agency’s HR information system.
Table A4.15: Reason respondents did not provide the information they had a disability to agency human resources systems
| Why is the information that you have an ongoing disability not recorded in your agency's human resources information system? | % with an ongoing disability who did not have that information recorded in their agency’s human resources information system |
| I do not require any adjustments to be made to perform my role. | 38 |
| I am concerned about being discriminated against | 34 |
| I do not see any reason for or benefit in sharing this information with my agency | 33 |
| It is private information I do not wish to share | 28 |
| My disability is not relevant to my employment | 23 |
| I have never been asked for this information | 21 |
| Other reason | 10 |
Source: 2022 APS Employee Census. Percentages are based on respondents who said they had not recorded their ongoing disability in their agency’s HR information system. As respondents could select more than one option, total percentages may exceed 100%.
Table A4.16 presents the proportion of respondents with and without an ongoing disability who perceived barriers to temporary moves.
Table A4.16: Perceptions of employees with and without an ongoing disability
| Are there barriers to you seeking a temporary move? | % with an ongoing disability | % of those without an ongoing disability |
| Yes | 39 | 26 |
| No | 35 | 46 |
| Not sure | 26 | 28 |
Source: 2022 APS Employee Census
Table A4.17 presents the barriers to seeking a temporary move perceived by respondents with and without an ongoing disability.
Table A4.17: Perceived barriers to seeking a temporary move
| What are the barriers to you seeking a temporary move? | % with an ongoing disability who identified barriers to seeking a temporary move | % of those without an ongoing disability who identified barriers to seeking a temporary move |
| Concerns about maintaining my current flexible working arrangements | 34 | 25 |
| Limited opportunities in my current geographic allocation | 24 | 24 |
| My current workplace has too many vacancies – hard to justify my release | 24 | 29 |
| My current team can’t replace my skills | 23 | 23 |
| Opportunities are not communicated effectively in my agency | 22 | 20 |
| I don’t know how to find out about specific opportunities | 16 | 16 |
| Concerns about how I’d be treated when I return (e.g. I'd be seen as disloyal) | 14 | 10 |
| I don’t think I’m eligible | 14 | 10 |
| My SES manager won’t support it | 12 | 13 |
| My supervisor won’t support it | 11 | 11 |
| I don’t feel confident asking my manager | 11 | 9 |
| Concerns I would miss out on opportunities in my agency | 10 | 9 |
| Other | 26 | 19 |
Source: 2022 APS Employee Census. Percentages are based on respondents who said there were barriers to seeking a temporary move. As respondents could select more than one option, total percentages may exceed 100%.
Table A4.18 presents the proportion of respondents with and without an ongoing disability that currently access flexible working arrangements.
Table A4.18: Currently accessed flexible working arrangements
| Do you currently access any of the following flexible working arrangements? | % with an ongoing disability | % of those without an ongoing disability |
| Working away from the office/working from home | 56 | 55 |
| Flexible hours of work | 30 | 26 |
| Part-time | 19 | 14 |
| Compressed work week | 3 | 3 |
| Job sharing | <0.5 | <0.5 |
| None of the above | 23 | 27 |
Source: 2022 APS Employee Census. As respondents could select more than one option, total percentages may exceed 100%.
Chapter 3: Leading the APS
Review of hierarchy and classification
Table A4.19 presents the average proportion of EL 1 and EL 2 employees with numbers of direct reports.
Table A4.19: Average proportion of EL 1 and EL 2 employees with number of direct reports
| Number of direct reports | Average % of EL 1 employees | Average % of EL 2 employees |
| No direct reports | 43.4 | 15.6 |
| One to 3 direct reports | 43.0 | 46.5 |
| Four to 6 direct reports | 10.7 | 28.9 |
| More than 6 direct reports | 2.9 | 9.1 |
Source: 2022 APS Agency Survey
Strengthening leadership capability
Table A4.20 presents attitudes towards SES managers by APS Employee Census respondents
between 2021 and 2022.
Table A4.20: Percentage agreement to the following statements (2021–22)
| Statement | % in 2021 | % in 2022 | |
| My SES manager communicates effectively | Agree | 69 | 70 |
| Neither agree nor disagree | 19 | 20 | |
| Disagree | 12 | 11 | |
| My SES manager ensures that work effort contributes to the strategic direction of the agency and the APS | Agree | 73 | 74 |
| Neither agree nor disagree | 20 | 20 | |
| Disagree | 7 | 6 | |
| My SES manager clearly articulates the direction and priorities for our area | Agree | 67 | 69 |
| Neither agree nor disagree | 21 | 21 | |
| Disagree | 12 | 10 | |
| My SES manager promotes cooperation within and between agencies | Agree | 66 | 67 |
| Neither agree nor disagree | 27 | 27 | |
| Disagree | 7 | 6 | |
| My SES manager encourages innovation and creativity | Agree | 64 | 66 |
| Neither agree nor disagree | 26 | 25 | |
| Disagree | 10 | 9 | |
| My SES manager presents convincing arguments and persuades others towards an outcome | Agree | 61 | 62 |
| Neither agree nor disagree | 29 | 29 | |
| Disagree | 10 | 9 | |
| My SES manager creates an environment that enables us to deliver | Agree | 62 | 64 |
| Neither agree nor disagree | 25 | 24 | |
| Disagree | 13 | 12 | |
| In my agency, the SES work as a team | Agree | 53 | 54 |
| Neither agree nor disagree | 32 | 32 | |
| Disagree | 15 | 14 | |
| In my agency, the SES clearly articulate the direction and priorities for our agency | Agree | 60 | 63 |
| Neither agree nor disagree | 26 | 24 | |
| Disagree | 14 | 13 | |
| In my agency, communication between SES and other employees is effective | Agree | 51 | 54 |
| Neither agree nor disagree | 29 | 28 | |
| Disagree | 20 | 19 |
Source: 2021 and 2022 APS Employee Census
Chapter 4: Professional and effective service
Mobility
Table A4.21 presents employee responses in the 2022 APS Employee Census to questions about when and where they last took a temporary move.
Table A4.21: When and where employees took a temporary move
| Question | Response | % |
| When did you last take a temporary move? | In the past 12 months | 20 |
| 1 to 3 years ago | 13 | |
| More than 3 years ago | 13 | |
| I have not taken a temporary move | 53 | |
| Where have you taken temporary moves? | Within my current agency | 81 |
| In another APS or Commonwealth government agency | 19 | |
| In a state or territory government agency | 1 | |
| In the private, not-for-profit, or academic sectors | 1 | |
| In a Minister’s Office | 1 | |
| Overseas/international outside my current agency | 1 | |
| Other | 2 |
Source: 2022 APS Employee Census. As respondents could select more than one location of a temporary move, total percentages may exceed 100%
Table A4.22 presents employee perceptions towards temporary moves in their current agency.
Table A4.22: Employee perceptions relating to temporary moves
| Question | Response | % |
| My agency provides opportunities for temporary moves within my agency | Agree | 57 |
| Neither agree nor disagree | 29 | |
| Disagree | 14 | |
| My agency provides opportunities for temporary moves outside my agency | Agree | 31 |
| Neither agree nor disagree | 45 | |
| Disagree | 24 |
Source: 2022 APS Employee Census
Table A4.23 presents the proportion of respondents who perceived barriers to temporary moves.
Table A4.23: Employee perceptions of barriers to temporary moves
| Are there barriers to you seeking a temporary move? | % |
| Yes | 28 |
| No | 45 |
| Not sure | 28 |
Source: 2022 APS Employee Census
Chapter 5: A skilled workforce
A strong base for learning and development
Table A4.24 presents the status of L&D strategies across agencies.
Table A4.24: Status of L&D strategies, frameworks, or action plans
| Are there barriers to you seeking a temporary move? | Number of agencies | % |
| Yes, our agency has a learning and development strategy, framework or action plan in place | 56 | 58 |
| Not yet, our learning and development strategy, framework or action plan is currently in development | 33 | 34 |
| No, we do not have a learning and development strategy, framework or action plan | 8 | 8 |
Source: 2022 APS Agency Survey
Table A4.25 presents the proportion of respondents who in the previous 4 weeks, had actively sought an opportunity to learn something new or enhance their knowledge or skills.
Table A4.25: Employee perceptions of actions taken to learn something new or enhance their knowledge or skills
| In the last four weeks, have you actively sought an opportunity to learn something new or enhance your knowledge or skills (e.g. doing a new workplace task, reading an article or listening to a podcast, seeking feedback or coaching)? | % |
| Yes | 78 |
| No | 19 |
| Not sure | 3 |
Source: 2022 APS Employee Census
Table A4.26 presents employee perceptions of the accessibility of L&D opportunities.
Table A4.26: Employee perceptions of the accessibility of relevant L&D opportunities
| I am able to access relevant formal and informal learning and development when and where required | % |
| Agree | 74 |
| Neither agree nor disagree | 16 |
| Disagree | 10 |
Source: 2022 APS Employee Census
Chapter 7: The future of work
Attraction and retention
Table A4.27 presents the proportion of respondents who had previous experience with the APS before starting in the APS.
Table A4.27: Prior APS experience of new employees
| Prior to most recently commencing in the APS, what previous experience have you had with the APS? | % |
| Previously worked as an ongoing employee in an APS agency | 18 |
| Previously worked as a non-ongoing or casual employee in an APS agency | 23 |
| Previously worked as a contractor or consultant to an APS agency | 21 |
| None | 43 |
| Other | 4 |
Source: 2022 Future of Work Taskforce Survey for APS New Starters. As respondents could select more than one option, total percentages may exceed 100%.
Table A4.28 presents the proportion of ongoing APS vacancies at each classification level in 2021–22 that were filled by external engagements and internal promotions.
Table A4.28: Ongoing APS vacancies at each classification level filled by external engagements and internal APS promotions/inter-agency transfers (2021–22)
| Classification level | % of ongoing vacancies filled either by external engagements | % of ongoing vacancies filled either by internal APS promotions or inter-agency transfers |
| SES 3 | 12.0 | 88.0 |
| SES 2 | 17.9 | 82.1 |
| SES 1 | 15.8 | 84.2 |
| EL 2 | 21.9 | 78.1 |
| EL 1 | 24.2 | 75.8 |
| APS 6 | 33.1 | 66.9 |
| APS 5 | 39.1 | 60.9 |
| APS 4 | 73.4 | 26.6 |
| APS 3 | 93.5 | 6.5 |
| APS 2 | 99.3 | 0.7 |
Source: APSED. Note that this database does not capture ongoing vacancies filled by intra-agency movements.
Table A4.29 presents the proportion of job advertisements within each Job Family in 2021 that were advertised as ACT-only roles.
Table A4.29: Proportion of APS and national job advertisements that were only advertised as ACT-only roles by Job Family (2022)
| Job family | % of APS jobs that were advertised as ACT-only roles | % of APS jobs that were advertised as ACT-only roles |
| Accounting and finance | 62.8 | 2.7 |
| Administration | 50.4 | 4.4 |
| Communications and Marketing | 54.5 |
4.1 |
| Compliance and Regulation | 39.3 | 3.9 |
| Data and Research | 43.5 | 6.6 |
| Engineering and Technical | 27.8 | 1.6 |
| Human Resources | 48.2 | 2.7 |
| ICT and DigitalSolutions | 58.5 | 7.6 |
| Information and Knowledge Management | 63.7 | 6.1 |
| Intelligence | 62.1 | 11.4 |
| Legal and Parliamentary | 42.1 | 4.6 |
| Policy | 47.8 | 5.9 |
| Portfolio, Program and Project Management | 46.6 | 6.7 |
| Science and Health | 47.9 | 6.8 |
| Service Delivery | 32.3 | 2.4 |
| Trades and Labour | 39.3 | 2.0 |
Source: APSJobs database 2022, National Skills Commission Internet Vacancy Index 2022, APSC analysis
Table A4.30 presents the proportion of specific occupations employed nationally and their role locations, as advertised through APSJobs, that were located in each state and territory.
Table A4.30: National and APSJobs role location distributions for specific roles
| Role | State or Territory | ||||||||
| NSW | VIC | QLD | SA | WA | TAS | NT | ACT | ||
| General Accountant | National employment (%) |
39.1 |
27.3 | 15.0 | 5.4 | 9.7 | 1.2 | 0.5 | 1.9 |
| APSJobs role locations (%) |
10.0 |
10.9 | 4.8 | 2.5 | 2.5 | 0.8 | 1.7 | 66.7 | |
| Data Engineer | National employment (%) |
36.9 |
30.1 | 14.5 | 4.6 | 6.7 | 1.1 | 0.3 | 5.9 |
| APSJobs role locations (%) |
11.4 |
16.0 | 5.4 | 7.2 | 3.3 | 2.2 | 2.9 | 51.3 | |
| Data Miner, Data | National employment (%) |
27.1 |
22.1 | 14.1 | 8.2 | 9.7 | 2.7 | 1.0 | 15.1 |
| APSJobs role locations (%) |
11.4 |
16.0 | 5.4 | 7.2 | 3.3 | 2.2 | 2.9 | 51.3 | |
| Database and Data Administration Officer | National employment (%) |
33.6 |
29.2 | 14.0 | 5.9 | 9.0 | 1.4 | 0.8 | 6.3 |
| APSJobs role locations (%) |
11.4 |
16.0 | 5.4 | 7.2 | 3.3 | 2.2 | 2.9 | 51.3 | |
| IT Architect | National employment (%) |
36.0 |
34.6 | 13.1 | 3.6 | 6.0 | 0.6 | 0.2 | 5.9 |
| APSJobs role locations (%) |
8.3 |
9.5 | 5.9 | 4.6 | 1.6 | 2.1 | 1.3 | 66.7 | |
| ICT/Cybersecurity Officer | National employment (%) |
35.5 |
30.4 | 11.8 | 4.7 | 5.4 | 0.5 | 0.3 | 11.4 |
| APSJobs role locations (%) |
10.3 |
6.7 | 5.9 | 4.7 | 3.2 | 0.9 | 1.3 | 67.0 | |
| Program and Project Administrators (e.g. Program Support Officer, Project Support Officer) | National employment (%) |
31.3 |
23.4 | 20.1 | 7.1 | 8.9 | 1.4 | 1.4 | 6.3 |
| APSJobs role locations (%) |
11.7 |
8.6 | 8.2 | 6.2 | 3.9 | 3.1 | 4.1 | 54.1 | |
| Software Engineer | National employment (%) |
41.7 |
30.1 | 12.4 | 5.1 | 5.9 | 0.6 | 0.2 | 4.0 |
| APSJobs role locations (%) |
15.5 |
15.5 | 7.8 | 4.2 | 4.3 | 1.5 | 1.5 | 49.7 | |
| Lawyer | National employment (%) | 38.9 | 25.5 | 17.2 | 5.0 | 8.2 | 1.1 | 0.7 | 3.4 |
| APSJobs role locations (%) | 15.5 | 15.5 | 7.8 | 4.2 | 4.3 | 1.5 | 1.5 | 49.7 | |
Source: APSJobs database 2022, National Skills Commission Labour Market Insights 2022. Note National Skills Commission occupations have been mapped to job roles in the APS Job Family Framework. APSJobs data are for job family that the job role fits within, for 2021, and can be advertised for multiple locations which is why ACT data differ from Table A4.29. International location roles not reported.
Table A4.31 presents the ways respondents found out about their new APS employment opportunity.
Table A4.31: Ways respondents found out about their new APS employment opportunity
| How did you find this position? | % |
| APS Jobs | 49 |
| Word of mouth | 20 |
| Other non-APS website (e.g. Seek) | 11 |
| Recruitment agency | 7 |
| Other APS website | 6 |
| Other | 8 |
Source: 2022 Future of Work Taskforce Survey for APS New Starters
Table A4.32 presents the reasons respondents provided for staying in the APS.
Table A4.32: Employees’ reasons for staying in the APS
| What are your reasons for staying in the APS? | % |
| Job security | 69 |
| Type/nature of work (e.g. interesting, challenging, specialised, autonomous) | 51 |
| Non-monetary employment conditions (e.g. leave, flexible work arrangements, other benefits) | 51 |
| Remuneration (e.g. salary, superannuation) | 47 |
| Service to the Australian public | 46 |
| Location of work | 44 |
| Workplace relationships with colleagues | 42 |
| Belief in the purpose and objectives of the APS | 35 |
| Professional development (e.g. learning new skills or developing current skills) | 34 |
| Career progression opportunities | 31 |
| Inclusive work environment | 24 |
| Quality of leadership (e.g. supportive, clear communication) | 16 |
| Lack of suitable alternative job prospects | 10 |
| There are no reasons for staying | 1 |
| Not applicable | 1 |
| Other | 2 |
Source: 2022 APS Employee Census. As respondents could select more than one option, total percentages may exceed 100%.
Table A4.33 presents the skill or labour shortages experienced by agencies.
Table A4.33: Skill or labour shortages within the APS Job Families experienced by agencies
| Role | Number of agencies | % |
| ICT and Digital Solutions | 63 | 65 |
| Data and Research | 47 | 48 |
| Accounting and Finance | 33 | 34 |
| Legal and Parliamentary | 30 | 31 |
| Human Resources | 30 | 31 |
| Portfolio, Program and Project Management | 26 | 27 |
| Policy | 24 | 25 |
| Communication and Marketing | 22 | 23 |
| Compliance and Regulation | 22 | 23 |
| Information and Knowledge Management | 16 | 16 |
| Intelligence | 13 | 13 |
| Science and Health | 13 | 13 |
| Service Delivery | 12 | 12 |
| Engineering and Technical | 7 | 7 |
| None of the above | 7 | 7 |
| Other | 22 | 23 |
Source: 2022 APS Agency Survey. As agencies could select more than one option, total percentages may exceed 100%.
Table A4.34 presents the proportion of respondents that currently accessed flexible working arrangements.
Table A4.34: Currently accessed flexible working arrangements
| Do you currently have access to any of the following flexible working arrangements? | % |
| Working away from the office/working from home | 55 |
| Flexible hours of work | 27 |
| Part-time | 14 |
| Compressed work week | 3 |
| Job sharing | <0.5 |
| None of the above | 27 |
Source: 2022 APS Employee Census. As respondents could select more than one option, total percentages may exceed 100%.
Table A4.35 presents employee perceptions of whether their request for a flexible work arrangement would be given reasonable consideration.
Table A4.35: Employee perceptions of flexible work arrangements
| I am confident that if I requested a flexible work arrangement, my request would be given reasonable consideration | % |
| Agree | 78 |
| Neither agree nor disagree | 11 |
| Disagree | 11 |
Source: 2022 APS Employee Census
Table A4.36 presents the extent to which each factor attracted respondents to apply for their job in the APS.
Table A4.36: Factors attracting new starters to the APS
| To what degree did the following factors attract you to apply for a job in the APS? | Not at all (%) | A little (%) | Somewhat (%) | Quite a lot (%) | To a great extent (%) |
| Job security | 2 | 4 | 13 | 35 | 46 |
| Good match with my skills | 1 | 3 | 16 | 47 | 33 |
| Opportunity to advance my career | 6 | 6 | 22 | 34 | 33 |
| The nature of work doneby the organisation | 3 | 6 | 17 | 42 | 32 |
| Opportunity for good work-life balance | 4 | 6 | 20 | 40 | 30 |
| Opportunity to serve the public | 4 | 9 | 24 | 36 | 27 |
| Access to flexible work arrangements | 9 | 9 | 22 | 34 | 26 |
| Professional learning and development opportunities | 5 | 9 | 23 | 37 | 26 |
| Interesting/challenging work | 2 | 4 | 21 | 47 | 26 |
| Superannuation | 5 | 11 | 23 | 37 | 26 |
| Geographic location | 12 | 10 | 24 | 32 | 22 |
| Inclusive working environment | 9 | 9 | 28 | 34 | 19 |
| Quality of people employed by the organisation | 12 | 14 | 31 | 31 | 12 |
| Quality of organisational leadership | 17 | 17 | 33 | 25 | 9 |
| Travel opportunities | 43 | 23 | 20 | 10 | 4 |
| Access to cutting-edge technology | 35 | 23 | 27 | 11 | 3 |
| Other (please specify) | 40 | 4 | 19 | 10 | 26 |
Source: 2022 Future of Work Taskforce Survey for APS New Starters
Table A4.37 presents employee perceptions of their job and the APS.
Table A4.37: Employee perceptions of their job and the APS
| Statement | Response | % |
| My job inspires me | Agree | 61 |
| Neither agree or disagree | 25 | |
| Disagree | 14 | |
| I believe strongly in the purposes and objectives of the APS | Agree | 85 |
| Neither agree or disagree | 13 | |
| Disagree | 2 |
Source: 2022 APS Employee Census
Machinery of Government changes
Machinery of government changes involve the movement of functions, resources and people from one agency to another. They are executed by Government decisions; predominantly through Administrative Arrangement Orders (AAOs), the engagement of employees under thePublic Service Act 1999 or the compulsory movement of employees outside of the APS.
Six Machinery of Government changes were executed throughout 2021–22. The most significant were:
- Home Affairs function (45 employees) transferring to the National Recovery and Resilience Agency
- Digital Transformation Agency function (31 employees) transferring to the APSC
- Education, Skills and Employment function (28 employees) transferring to Foreign Affairs and Trade.
Table A4.38 presents all 2021–22 Machinery of Government changes.
Table A4.38: Machinery of Government changes (2021–22)
| Date | Administrative Arrangement Orders |
| 1 July 2021 | The Department of Home Affairs moved 45 employees to the National Recovery and Resilience Agency. |
| 5 August 2021 | The Murray Darling Basin Authority moved 12 employees to the Department of Agriculture, Water and the Environment. |
| 2 September 2021 | The Department of Industry, Science, Energy and Resources moved 18 employees to the Department of Infrastructure, Transport, Regional Development and Communications. |
| 16 September 2021 | The Digital Transformation Agency moved 31 employees to the APSC. |
| 30 September 2021 | The Digital Transformation Agency moved 1 employee to the Department of Finance. |
| 20 January 2022 | The Department of Education, Skills and Employment moved 28 employees to the Department of Foreign Affairs and Trade. |