The right APS job for you
Jobs in the APS have a classification level based on the duties to be performed.
The APS work level standards describe the characteristics of work done at certain classification levels, and the value of that work. They are used as a way to allocate classification levels fairly and consistently across a wide range of job and agencies.
Your duties in the ADF may be different from those in some APS jobs. However, the level of skills and experience gained at a particular ADF rank can be aligned to work value for a given APS classification.
The recruitment process
How APS jobs are advertised
APS agencies may advertise jobs through their web sites, job seeker sites, social media and www.apsjobs.gov.au.
How to apply for APS jobs
The job advertisement will advise the process you need to follow to apply, including required documentation and the closing date for applications.
Some APS jobs will ask you to demonstrate that you are the best person for the role by addressing specific selection criteria. We recommend you spend some time reading the guidance and information offered on the APSC website, under the banner of Cracking the code, to help you with addressing selection criteria and the APS application process in general.
In most cases, candidates will need to nominate referees, including recent supervisors, to support their application.
Agencies also use a number of ways to assess applicants, depending upon their operational needs and the nature of the job. For example, applicants may be asked to submit a written application and/or their resume. There may be an interview and/or written or verbal testing.
Agencies are not restricted in the types of assessment methods they can use, as long as they assess and compare candidates fairly.
To better understand how you will be assessed and what the agency is looking for:
- check the agency web site
- read the job description
- download the selection criteria and/or documentation, if applicable
- call the contact person to find out more about the role and clarify any questions you may have.
Decision to appoint, or promote
Decisions to employ or promote a person in the APS are based on merit. This means that:
- job vacancies in the APS must be advertised so that all eligible members of the community have a reasonable opportunity to apply
- applicants are assessed against the requirements of the positions and against each other.
Terms and conditions
Employees in the APS are engaged under the Public Service Act 1999 (the PS Act). The PS Act sets out the core terms and conditions of employment sets out the key obligations of all APS staff and their leaders.
Under the PS Act each agency head has the responsibilities of an employer, for the employees in his or her agency. This includes the power to hire and fire staff and to negotiate an agency Enterprise Agreement.
Agency Enterprise Agreements and policies determine many of the terms and conditions for employees, including pay rates and leave arrangements. These are set out in agency enterprise agreements and policies. Information about individual Enterprise Agreements can be found on agency web sites.
Additional information for Indigenous Australians
The APS offers a number of targeted employment opportunities for Indigenous Australians. Find out more at http://indigenouscareers.gov.au.
You can also stay up to date with employment opportunities and connect with other Aboriginal and Torres Strait Islander employees and jobseekers via the Indigenous Australian Public Service Careers Facebook page.
Additional information for people with disability
There two affirmative measures in place to improve employment opportunities for people with disability. Under the RecruitAbility scheme applicants with disability can progress through the selection process. Find out more through our Recruitability Applicants Guide.
Agencies can choose to restrict vacancies to people with disability. Find out more at http://www.apsc.gov.au/publications-and-media/current-publications/disab...