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Background

Background

The APS Remuneration Report (the Report) is an annual snapshot of remuneration, including Base Salary and other remuneration related benefits and payments, across the whole Australian Public Service (APS) as at 31 December each year.  This 2013 report is based on a snapshot of data collected as at 31 December 2013.

The Report provides transparency about remuneration in the context of spending public money and includes:

  • information on remuneration by classification level;
  • comparisons with the 2012 APS Remuneration Report;
  • detail on the key components of remuneration packages; and
  • a total APS remuneration picture.

The 2013 report is the third edition produced by the APSC. Between 2001 and 2010, the annual APS Remuneration Survey was undertaken by an external consultant on a sample basis.  From 2010 it was mandated that all APS agencies participate.

The 2013 report is not intended to inform enterprise bargaining.  The Australian Government Public Sector Workplace Bargaining Policy sets the basis for consideration of remuneration increases, which are productivity and affordability.

When considering the Report data readers should note that the large agencies have a significant impact. The Department of Human Services, the Australian Taxation Office, and the Department of Defence make up approximately 49.2% of the APS workforce and are influential on median figures.

At 31 December 2013, 110 agencies made up the APS and provided remuneration data for 2,622 SES employees and 148,084 non-SES employees. Please see Appendix A.1: Methodology for information on which employees are included and excluded from this Report.

2013 APS context

There has been a continuing reduction in APS employee engagements over the last two years. The APS Statistical Bulletin snAPShot series reports 6,715 ongoing engagements in the 2013 calendar year.  This is down from 9,065 in 2012 and 12,713 in 2011.  The slowing of new employees into salary spans will result in a higher proportion of APS employees receiving a salary at the top of their salary scale.

All APS agreements will reach their nominal expiry date in June 2014. Most agreements authorised their final general wage increase during the 2013 calendar year.

APS Executive Remuneration Management

In May 2013 the Government introduced the APS Executive Remuneration Management (ERM) policy to assist in maintaining appropriate pay relativities at the Senior levels reflective of particular roles and responsibilities. The ERM requires agency heads to gain the agreement of the Australian Public Service Commissioner before offering remuneration above a certain notional amount to an APS employee. The notional amount is a percentage of the base remuneration of the Secretaries’ classification structure, which increases in line with Secretaries’ pay increases.

APS classifications

The Public Service Classification Rules 2000 (the Rules) establish the service–wide classification framework of the APS. The APS classification structure reflected in Schedule 1 and Schedule 2 of the Rules is based on a single spine of classification levels, underpinned by a suite of training classifications.

The approved classifications are: APS levels 1–6; Executive Levels (EL)1–2; and Senior Executive Bands 1–3. There is also a small number of occupational–specific classifications (for example, Medical Officers) and a limited number of approved agency–specific classifications relating to work that is only performed in one specific agency (for example, APS Meat Inspector, Examiner of Patents and Customs Level 1–5). Under the Rules all APS employees must be assigned an approved classification. In this report the only trainee data included in the results is for Graduates.

A number of agencies use local titles in addition to the approved classification. This approach allows jobs to be labelled in a way that is most relevant to both the job and agency, and can assist with attracting and recognising specialist employees. Local titles are informal labels (not approved classifications) allowing an agency to segment their workforce and may attract different salary rates which expand the salary range for the classification within which they sit. The remuneration data for a local title is included in the relevant APS classification to which it corresponds.