The Public ServiceClassification Rules 2000 (Classification Rules) authorised by Section 23(3) of the Public Service Act 1999 are legally binding and establish the service-wide classification framework of the Australian Public Service (APS). From 1 December 2014, the Classification Rules require that, when allocating an APS Level or Executive Level classification, agencies must use the work level standards issued by the Australian Public Service Commissioner.
The work level standards capture the way in which tasks and responsibilities differ across classifications. In particular they:
- describe the work value and broad types of duties to be performed at each classification
- provide the criteria which distinguish between different worklevels
- reflect the distinctive features and general characteristics of work at each level
- indicate the specific skill, knowledge and attributes required to effectively perform work at each classification level.
To support the introduction of the APS work level standards, the Commission has developed the APS Role Evaluation Tool. The tool presents a common approach to assessing and determining the appropriate classification level of roles across the APS, as measured against the APS work level standards. Agencies may use the tool to evaluate new and existing roles within their agency.
The APS Role Evaluation Tool facilitates a systematic,fair and consistent means of measuring the relative value of jobs across the APS. Any assessment should be impartial and apply the role evaluation principles. The assessment must be supported by evidence which substantiates the evaluation, enabling an appropriate delegate to approve the job classification level.
The evaluation tool is an analysis-based evaluation framework that works by comparing roles against factors which have been identified as key to all types of work. The factors are aligned to the five characteristics identified in the APS work level standards as shown in Figure 1.1. For each factor there are work value descriptions which relate to different degrees of responsibility with a corresponding scale for scoring roles.
APS Role Evaluation Framework
The impact of the role on agency outcomes as well as the depth, scope, knowledge and expertise essential to the role.
* What kind and level (breadth and depth) of knowledge is essential to the role?
* How is that knowledge used in doing the work?
* The extent of responsibility for actions and if accountability is held solely or is shared.
* How accountable is the job to the achievement of overall results?
* What is the nature of the action taken by the role and the level of input to meeting outcomes?
The conditions and/or environment under which the job is performed.
Scope & complexity * What is the nature and variety of tasks, processes or methods in the work performed?
* Is there difficulty in identifying what needs to be done?
* What originality is involved in performing the work?
* What is the scope to determine strategy, methods and the scale of the role?
* To what level is there a need to integrate activities / policies?
* What is the impact of pressures, demands and changing priorities?
* How much does the role rely on other factors or work areas to progress own work or produce outcomes?
* To what extent is there a need to anticipate, manage and /or respond to change and risk in the workplace?
* What impact does the role have on the immediate work area, a program or the agency?
* To what degree does the job affect or bring about the results expected?
The degree of direction and guidance provided by operating frameworks and the scope for judgement and discretion to act, approve or make decisions.
* What kinds of guidelines are used in doing the work?
* How much judgment is needed to use them?
* To what degree is there direct or indirect control and guidance exercised over a job by a supervisor?
* What is the nature of the decisions made?
* Are these decisions handled solely by the role?
* What consequences does the decision taken have on the organisation?
* Does the role provide advice and recommendations to others for decisions?
* What type of analytical and creative ability is required to solve problems?
* Is there a requirement for innovative and imaginative responses to issues and problems?
The nature of interaction and degree of authority to enter into arrangements with critical stakeholders.
Contacts & relationships
* Who does the role interact with?
* What is the purpose of the interactions?
* What is the potential outcome of the interactions?
* How demanding is the job in terms of contacting, negotiating and gaining the cooperation of others (both inside and outside the organisation)?
The resource management of roles, size of management and the diversity/ complexity of those responsibilities.
Supervisory/ Management responsibility
* What is the scope of supervision and breadth of work supervised?
* Who determines what is work and how it is derived?
* How is work assigned and reviewed?
* To what extent is the role required to integrate the objectives and activities of the various work areas under the supervisor's control?
* Is the role responsible for managing the work performance of employees?
* What is the nature and extent of resources for which the job is directly accountable?
* What is the possible effect to which failing to properly control such resources might have on other activities or the agency?