Older publications that are no longer current can be found in our Archived publications page
The APS classification review has been undertaken in response to Recommendation 6.1 of Ahead of the Game: Blueprint for the Reform of Australian Government Administration which required a review of existing non-SES APS classification arrangements and work level standards to ensure that they continue to meet the needs of APS agencies and employees
This strategy was developed to respond to the changing requirements of the APS and enhance leadership development and core skills learning and development to position the APS to effectively respond to current and emerging challenges
The APS Bargaining Framework sets out Australian Government policy as it applies to workplace relations arrangements in APS agencies in respect of their APS employees. (includes links to the Australian Government employment bargaining framework)
The recruitment guidelines provide recruiters at all levels with a best practice guide to support the good work already taking place across agencies.
The redeployment policy is to operate consistently with agency head obligations under the Public Service Act 1999 including the APS Values, as well as requirements in industrial legislation and enterprise agreements, in relation to excess staff situations.
The Australian Public Service Statistical Bulletin presents a summary of employment under the Public Service Act 1999 during the financial year, as well as summary data.
APS Values and Code of Conduct in practice: A guide to official conduct for APS employees and agency heads18 Nov 2009
This guide assists APS employees to understand the practical application of the APS ethics framework—the Values and Code of Conduct—in both common and unusual circumstances.
On 18 June 2013, the APS Values were launched by the Hon Mark Dreyfus QC MP, Minister for the Public Service and Integrity, and Mr Stephen Sedgwick AO, the Australian Public Service Commissioner at a graduate event, hosted by the Department of Agriculture, Fisheries and Forestry. A series of printable resources are now available for APS staff.
Assists APS managers and employees with their understanding of disability in the workplace. A summary guide for senior managers is also available.
The Commission conducted a census of Indigenous APS employees to ask them about their experience as employees in the APS, and about what is and is not working well for them.
Agency head and statutory offices excluded from the requirements of the Merit and Transparency policy20 Aug 2012
Section 44 of the Public Service Act 1999 provides that we must provide a report each year to the Minister for presentation to the Parliament, which includes a report on the state of the Commission during the year. Includes the Merit Protection Commissioners report
The following information provides general advice for applicants on matters they should consider in submitting applications for Senior Executive Service vacancies in the APS and outlines how SES selection processes are conducted
This strategy responds to the National Disability Strategy that was launched in 2011 with a key policy objective of improving the workforce participation of people with a disability.
The report of the APS HR summit 2012 provides an insight into the thinking of senior public servants and HR practitioners
Lists all current APS agencies
The toolkit supports the Recruitment guidelines with case studies and information sheets
The approach described in this booklet can be used for individual or bulk recruitment processes to accurately analyse, diagnose, define and implement meaningful enhancements to recruitment in any agency—large or small
The kit was developed to assist in the development of Indigenous Employment Strategies across the APS.
The guide is designed to inform and influence key agency stakeholders as well as to encourage ongoing improvement by those with direct responsibility for learning and development.
Deals with the challenge of putting ‘evidence-based policy-making’ into practice.
This document provides guidance on imposing citizenship as a condition of engagement and on waiving the citizenship requirement to engage non-Australian citizens as APS employees. It also provides some information about migration and citizenship legislation that must be observed by employers generally. It sets out the basic obligations that arise out of the Public Service Act 1999, as well as requirements that are the responsibility of the Department of Immigration and Citizenship and the Attorney-General’s Department.
This document provides guidance on conditions of engagement including formal qualifications and security, character and health clearances.
This guide will help you find out about the APS and how to apply for jobs.
This review focuses on leadership, strategy and delivery capabilities in the Department of Human Services (DHS). It highlights the department's internal management strengths and weaknesses.
This review focuses on leadership, strategy and delivery capabilities in the Department of Immigration and Citizenship (DIAC). It highlights the department's internal management strengths and weaknesses.
This review focuses on leadership, strategy and delivery capabilities in the Department of Prime Minister and Cabinet (DPMC). It highlights the department's internal management strengths and weaknesses.
This review focuses on leadership, strategy and delivery capabilities in the Department of Infrastructure and Transport (DoIT). It highlights the department's internal management strengths and weaknesses.
A checklist to help agency heads assess how well the APS Values and Code of Conduct are being integrated into the management and culture of an agency and to identify areas for improvement.
A guide on how to use the APS Values and Code to make ethical decisions in the APS.
The APS Executive Remuneration Management Policy sets out arrangements for the management of executive remuneration, including an approval process for remuneration proposals above a notional amount
Supporting employees with genuine illness and caring responsibilities underpins the APS as a model employer. However, absenteeism is a significant issue that has the potential to reduce productivity and damage the credibility of the APS.
This publication is designed to assist agencies meet their legal obligation to develop a Workplace Diversity Program and to help them embed the principles of workplace diversity in their culture and their management systems.
Handling misconduct : A human resources practitioner's guide to the reporting and handling of suspected and determined breaches of the APS Code of Conduct29 May 2012
This guide has been developed to assist HR practitioners to review and improve their guidance material and procedures for reporting and dealing with suspected breaches of the Code.
Our Reconciliation Action Plan aims to establish a culturally competent, diverse and inclusive organisational culture within the Commission and promote, influence and lead the embedding of a culturally competent, diverse and inclusive organisational culture across the APS.
Human Capital Matters seeks to provide APS leaders and practitioners with easy access to the issues of contemporary importance in public and private sector human capital and organisational capability. It has been designed to provide interested readers with a monthly guide to the national and international ideas that are shaping human capital thinking and practice.
The ICT Statistical Bulletin provides an overview of Australia’s ICT workforce as at August 2009. It includes an overview of the APS ICT workforce
This publication has been designed to provide practical guidance to help agencies implement machinery of government changes
A short guide for APS employees in making ethical decisions involving their personal interests and official duties.
The APS Indigenous Employment Strategy consists of a range of strategies to support and enhance APS agencies’ Indigenous employment strategies.
The ILS provides capability development guidance for individuals and agencies in the form of descriptions and behaviours for all levels in the APS. It contains practical tools for individuals and agencies to chart leadership development.
The Job Family Model is a means of describing and analysing the workforce with linkages to the broader labour market, with view to identifying high-risk capability areas
Author's version of an article published in the Australian Journal of Public Administration
In 2008, the Australian Government introduced a policy implementing transparent and merit-based assessment in the selection of most APS agency heads and other statutory office holders working in, or in conjunction with, APS agencies.
This guide is to assist human resource practitioners respond to employee complaints and disputes in the context of the APS Values and good people management practice.
Statement by the Management Advisory Committee of commitment to a single SES across a single, devolved APS.
The RecruitAbility scheme supports people with disability applying for jobs in the APS by giving them a better opportunity to put forward their skills and experience during the selection process
This guide provides general advice on non-Senior Executive recruitment and selection issues.
The REFLECT model provides hints on reaching sound decisions, through exercising good judgement and practising reflection.
Reinvigorating the Westminster tradition: Integrity and accountability in relations between the Australian Government and the APS02 Mar 2010
A short guide for APS employees in behaving ethically in serving the Australian public through the government of the day.
A remuneration survey of APS employees is conducted annually. The survey provides participating agencies with agency-specific and APS-wide data that informs their remuneration practices.
This guide is intended to provide our people with support and strategies to develop a culture of respect.
This guide is intended to provide our people with support and strategies to develop a culture of respect.
A review of changes to the Senior Executive Service since its creation in 1984.
Role of the Public Service Commissioner’s representative in Senior Executive Service selection exercises24 Apr 2012
This page briefly outlines the role of the Public Service Commissioner’s representative in selection exercises for Senior Executive Service duties
The Framework identifies the five core criteria for high performance by senior executives. Each of the criteria heads a group of inter-related capabilities.
The 25th anniversary of the creation of the SES provides an opportunity to acknowledge and celebrate the achievements made during this time, and to focus on the challenges ahead
The first section of this document deals with procedural requirements relating to Senior Executive Service (SES) selection, engagement, promotion and mobility, including involuntary assignment to a lower level. The second part addresses retirement and termination issues, including retirement with an incentive.
This guide has been prepared to assist agencies to reflect upon, review and refine their performance management approaches and systems.
Staff Research Insights are an opportunity to look more in-depth at issues important to the APS. They include deeper analysis and a broader overview of issues.
Section 44 of the Public Service Act 1999 provides that the Public Service Commissioner must provide a report each year to the Minister for presentation to the Parliament, which includes a report on the state of the Australian Public Service during the year.
The guide establishes a consistent approach to workforce reporting across the APS, and provides a common understanding of a discreet set of workforce metrics that are aligned to reporting at a whole-of-government level.
Ensuring that the APS achieves and maintains optimum levels of performance is a complicated matter which needs to be addressed at four levels of activity: governance, organisational, group and individual.
This guide provides agencies with information on issues relating to the termination of employment of APS employees.
Turned Up and Tuned In has been developed as a practical resource for managers. It is designed to complement your agency’s policies and procedures.
The whole-of-government strategic ICT Workforce Plan provides a high level overview of the issues affecting the ICT workforce and strategies to address the future human capital needs of ICT employment in the APS
A series of eight modules in the APS Workforce Planning Guide, designed to assist you with workforce planning in your agency or department.