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  • Home
  • About Us
    • Contact us
    • What we do
      • International engagements
      • Parliamentary reports
        • Senate Order for entity contracts
          • Financial Year 2011 Senate Order on Departmental and Agency contracts listing relating to the period 1 January to 31 December 2011
          • Financial year 2010-11 Senate Order on Departmental and Agency contracts listing relating to the period 1 July 2010 to 30 June 2011
          • Financial year: Senate order on departmental and agency contracts listing relating to the period 01 July 2011 to 30 June 2012
          • Senate Order On Departmental And Agency Contracts Listing Relating To The Period 01 July 2012 To 30 June 2013
          • Senate Order on departmental and agency contracts listing
          • Senate Order on departmental and agency contracts listing
          • Senate Order on departmental and agency contracts listing
      • Procedures for determining breach of Code
      • What we offer
        • APS Graduate Development Program
        • Diversity policy
          • Disability action plan
            • APSC Disability action plan 2016-19
          • Employment strategy for Indigenous Australians
            • APSC employment strategy for Indigenous Australians
          • Gender equality action plan
            • APSC gender equality action plan
          • Reasonable adjustment policy
            • Reasonable adjustment passport guide
            • Reasonable adjustment policy
        • Enterprise Agreement
        • Fraud control plan
        • Graduate development portal
          • Apply now
          • APSC Graduate development portal
          • APSC graduates video
          • Key steps and timelines
          • Meet our graduates
          • Working at the APSC
      • Corporate Plan 2018-19
        • Attachment A: Key objectives and measures
        • Attachment B: Risk management framework
        • Attachment C: Risk management calendar
        • Capability
        • Our engagement strategy
        • Our guiding principles
        • Risk oversight and management
        • Strategic priorities and deliverables
    • Who we are
      • APS Commissioner
      • Deputy APS Commissioner
      • Minister
      • Organisation structure
      • Overview
    • Merit Protection Commissioner
    • Working at the Commission
  • Working in the APS
    • APSjobs Refresh Project
    • Diversity and inclusion
      • Disability
        • Using Commissioner's Direction 2.16 - Affirmative measure for people with intellectual disability
        • As One business case for employment of people with disability
        • Strategy initiatives and progress updates
        • APS Disability Employment Strategy 2016-19
        • Implementation guide for HR managers
        • Approaching conversations about disability
        • Assistance available to employees with disability
        • The case for change: The business case for employing people with disability in the Australian Public Service
        • Communicating respectfully with people with disability
        • Employment Assistance Fund
        • Using Disability Employment Services providers
        • Disability initiatives-what agencies are doing
        • Myths and stereotypes
        • Recruiting a person with disability using affirmative measures
        • Workplace adjustments to support employee performance
        • Tips for 'disability confident' recruitment
        • Toolkit references
        • Definition of disability
        • Disability Champions Network: Role of Disability Champions
        • Checklist—How disability friendly is your agency?
        • Video transcript
        • As One - Leading the Way video series
        • As One - a key driver for change
        • Building disability confidence
        • The importance of providing information about your disability
        • The APS - an employer of choice for people with disability
        • The role of Disability Champions
        • Reasonable adjustments in the workplace
        • Speaker bios
        • The business case for employing people with disability
        • Using Commissioner's Direction 2.17 - Engaging a person with disability through a Disability Employment Service provider
        • RecruitAbility
        • image resources
        • Ten plus ten events
        • Additional ways to gain employment in the Australian Public Service
        • My Career, My APS
      • GradAccess
        • Contact us
        • Who are we looking for?
        • Frequently asked questions
        • How to apply
        • Key dates
        • Employing agencies
      • NextStep
        • NextStep - Contact us
        • NextStep - Frequently Asked Questions
        • NextStep - Who are we looking for?
        • NextStep - how to apply
        • Training
      • Gender equality
      • Indigenous employment
        • Indigenous employment—Affirmative measure and identified positions
        • Direct Entry Indigenous APS employees - Share Your story
        • Indigenous Employment Stategy
          • Indigenous Employee Yarns networking event series
        • Overview of the APS Indigenous Pathways Programs
        • APS Indigenous Pathways success stories
        • Pathways success stories, continued
        • Affirmative measure for recruiting Aboriginal and Torres Strait Islander Australians: A guide for applicants
    • Information for employees
      • APS Induction
      • Changing jobs in the APS
    • Integrity
      • APS Values
        • APS Values - emp
          • Can I wear jeans to work?
          • Disclosing information in the course of your duties
          • Facebook, free speech, and public servants
          • Out to lunch?
          • Does the Code of Conduct apply to me while I'm participating in protected industrial action?
          • Job applications - the truth, the whole truth, and nothing but the truth
          • Managing personal relationships
          • Undertaking outside employment
          • Previous articles
          • Previous questions
          • How can I get information about a job applicant's prior conduct?
          • Reasonable personal use
          • What are my responsibilities as a referee?
          • What is a conflict of interest?
          • When can I disclose government information to others?
          • When should I report misconduct?
          • Working with ministers' offices
      • Code of Conduct
      • Conflicts of interest
        • Contacting the Ethics advisory service
      • Integrity agencies group
        • About us
        • Members
        • Resources
      • Declaration of interests
      • Employment Principles
      • Ethics Advisory Service
        • Ethics Contact Officer Network
        • Ethics advisory service service charter
        • Multimedia resources
          • A fine pair
          • Another life
          • Passion
          • Political pull
          • Sister act
          • The tender trap
        • Review of employment decisions
      • Integrity: your questions answered
      • Managing Risks Toolkit
      • National Inquiry into Sexual Harassment in Australian Workplaces
    • Join the APS
      • Cracking the code
      • Veterans' employment program
        • APS Jobs
          • Types of jobs in the APS
          • Getting a job in the APS
          • Getting an APS job
          • Working in the APS
        • Toolkit
    • Information for managers
      • Index—information for managers
      • APS legislative framework
        • Leave without pay to undertake other government employment
        • Payments in special circumstances under section 73 of the Public Service Act 1999
      • Classification and work level standards
        • Integrated Leadership System (ILS)
      • Conditions of engagement
        • Citizenship in the APS
        • Probation
      • Fitness for continued duty
      • Machinery of Government (MoG) changes
      • Management essentials
        • Planned mobility
          • Planned Mobility - empty
        • Employee engagement
        • Resignation
        • Terminating employment: Guidelines
      • Recruitment & movement
        • Employment of ACT Public Service employees as APS employees
        • APS agency heads and APS statutory office holders
        • APS employees who take up a full-time statutory appointment
        • Assignment of duties within an APS agency
        • Cancellation of employment decisions
        • Public Service Gazette requirements
        • Merit in recruitment
        • Movement between APS agencies
        • Movement between the Parliamentary Service and the APS
        • Promotions
        • Engagement of people who have received a redundancy benefit
        • Standing for an elected office
      • Senior Executive Service (SES)
        • Executive Vehicle Scheme (EVS) guidelines
        • SES Cap
      • Separation
        • Loss of an essential qualification
        • Non-performance of duties / forfeiture of office
        • Transition to retirement arrangements for Commonwealth Superannuation Scheme (CSS) members
      • Be equipped to respond to unscheduled absence
      • Managing unscheduled absence
        • Act early when absence occurs
        • Clear expectations
        • Develop shared solutions
        • Understand the data
    • Government’s Merit and Transparency policy
  • Current initiatives
    • Building digital capability
      • Digital leadership
      • Digital talent
      • Learning standards
      • Marketplace
    • Commissioner's Directions
    • Operation Free Range
    • Workforce Information
      • Research, analysis and publications
        • Capability Review
        • State of the Service
          • 2016-17 State of the Service Report
            • Commissioner's foreword
            • Data
            • Innovative, collaborative and high performance government
            • Right people, right place and right time
            • Working anytime and anywhere
          • State of the Service 2014-15 blogposts
            • APS Graduate Recruitment
            • APS Recruitment
              • APS Recruitment data
            • APS employee work location
              • APS employee work location data
            • APS graduate recruitment data
            • Agency Capability
              • Agency Capability data
            • Citizens’ view of the APS
            • Digital transformation in the APS
              • Digital transformation in the APS data
            • Entry and Exit Survey Process
            • Integrity and Code of Conduct
              • Integrity and Code of Conduct data
            • Inter-agency mobility
              • Inter-agency mobility data
            • Measuring agency capability
            • Organisational capability
            • Organisational learning through collaboration – the employee experience
              • Collaboration culture data
            • Psychosocial Safety Climate
            • Psychosocial Safety Climate Data
            • State of the Service Report 2014-15 Media Release
            • The APS employment proposition
              • The APS employment proposition data
            • Unscheduled absence results from the State of the Service Report 2014-15 data
            • Unscheduled absence results from the State of the Service report 2014–15
            • Young employees in the APS
            • Young employees in the APS data
          • State of the Service 2015-16 blogposts
            • 2016 Snapshot APS Employee Census
            • APS Employment Classification
            • APS Statistical Bulletin 2015-16
            • APS Values and the Code of Conduct
              • APS Values and Code of Conduct data
            • Bullying and harassment in the APS
              • Bullying and harassment data
            • Employee Engagement
              • Employee engagement data
            • Employee perceptions of senior leaders in the APS
              • Employee perceptions of senior leaders in the APS data
            • Employee performance
              • Employee performance data
            • Employees with disability in the APS
              • Disability data
            • Enterprise agreement bargaining
              • Enterprise agreement bargaining data
            • Gender in the Australian Public Service
              • Gender in the Australian Public Service data
            • Graduates: Future leaders of the APS
              • Graduate data
            • Indigenous employment in the APS
              • Indigenous data
            • Job Families
              • Job families data
            • Mental health and wellbeing: Psychosocial Safety Climate
              • Psychosocial Safety Climate (PSC) data
            • Mobility in the APS
              • Mobility Data
            • Optimal management structures
              • Optimal management structures data
            • Perceptions of immediate supervisors
              • Immediate supervisor data
            • Remuneration in the APS
              • Remuneration in the APS data
            • Unscheduled Absence for APS Agencies
            • Unscheduled Absence in the Australian Public Service
            • Work location in the APS
              • Work location in the APS data
          • SOSR History
            • 2014-15 State of the Service Report
            • A history of reporting on the State of the Service
          • State of the Service 2016–17 blogposts
            • 2016-2017 State of the Service Report has been tabled in Parliament
            • 2017 APS Attitudes at a Glance
            • ADF Veterans employed in the APS
              • ADF Veterans employed in the APS data
            • APS Statistical Bulletin 2016-17
            • APS Values and the Code of Conduct
              • APS Values and the Code of Conduct data
            • Attraction and separation
              • Attraction and separation data
            • Learning and development in the APS
            • Managing risk in the APS
              • Managing risk in the APS data
            • Representation of diversity in the APS: Indigenous Australians and people with disability
              • Representation of diversity in the APS data
            • Unscheduled Absence
              • Unscheduled absence rates for APS agencies 2016-17
            • Wellbeing in the APS
          • 2014-15 Blog Posts
          • 2017 State of the Service Roadshow
            • The APS: 2017 and beyond (ACT)
            • The APS: 2017 and beyond (NSW)
            • The APS: 2017 and beyond (NT)
            • The APS: 2017 and beyond (QLD)
            • The APS: 2017 and beyond (SA)
            • The APS: 2017 and beyond (TAS)
            • The APS: 2017 and beyond (VIC)
            • The APS: 2017 and beyond (WA)
          • State of the Service Report 2017–18
          • State of the Service report 2015-16
            • About this report
        • Glossary
        • Research Notes
      • Workforce data
        • APS Employment Database internet interface (APSEDii)
        • APS Employment database (APSED)
        • APS agencies – size and function
        • APS agency survey
        • APS employee census
        • Have your say - APS employee census
      • Workforce planning resources
        • Skills Framework for the Information Age
    • Workplace relations
      • Allowance subscription service
      • APS Remuneration Survey
        • APS Remuneration report 2017
        • Appendixes
        • Chapter 1: Introduction
        • Chapter 2: Remuneration components
        • Chapter 3: Base Salary
        • Chapter 3: Base Salary
        • Chapter 4: Total Remuneration Package
        • Chapter 5: Total Reward
        • Chapter 6: Allowances
        • Chapter 7: APS job family model
        • Chapter 8: Remuneration by gender
        • Chapter 9: Employment instrument
      • Award modernisation
      • Bargaining Q&As
        • Agencies with enterprise agreements
        • Arbitration by the Fair Work Commission
        • Consultation
        • Content being moved into policy or guidelines
        • The Context for APS bargaining
        • Coverage and use of workplace arrangements
        • Flexible working arrangements
        • Freedom of association and employee representation
        • Remuneration - the monetary value
        • Remuneration - the Government's wages policy explained
        • Summary of the Workplace Bargaining Policy 2018
        • Trading Off Entitlements/Conditions - the Government's policy explained
        • Individual Flexibility Arrangements - explained
      • Remuneration reports
      • Workplace Bargaining Policy 2018
      • Enterprise Bargaining Guide
  • Learn and Develop
    • Data literacy skills
    • Learning and development
    • Learning and development contacts
    • National Calendar
      • Building your career
        • How to apply for jobs in the Australian Public Service (APS levels)
        • How to apply for jobs in the Australian Public Service (Executive levels)
        • Practical tips for being successful at interview (APS levels)
        • Practical tips for being successful at interview (executive level)
        • Winning that SES job
        • Writing a winning APS job application: APS level
        • Writing a winning APS job application: EL
      • Communication
        • Compelling communication
        • Editing and proofreading
        • Effective workplace reading
        • Essential writing: APS 1-4 levels
        • Essential writing: APS 5-6 levels
        • Essential writing for executive levels
        • Grammar and punctuation
        • How to write high impact speeches
        • Influencing, negotiation and persuasion
        • Influencing negotiation and persuasion for executive levels
        • Minute taking skills
        • Plain English
        • Practical tips for briefing the executive
        • Presentation skills
        • Professional representational skills
        • Report writing in the APS
      • Decision-making and advice
        • APS decision making
        • Briefing and responding to APS decision-makers, ministers, and parliament
        • Improving analytical and critical reasoning
        • Using statistics
      • Management
        • Building and leading high performing teams
        • Coaching and developing others
        • Conflict resolution for managers
        • EL 1 leading and managing small teams
        • EL1 masterclass
        • Getting the most out of diversity
        • Leading successful projects
        • Management in action
        • Mentoring others
        • Performance management
        • Planning and managing change
        • Providing performance feedback
        • Strategic leadership
      • State calendar
        • Adelaide workshops
        • Brisbane Workshops
        • Sydney Workshops
        • Perth workshops
        • Townsville workshops
        • Melbourne Workshops
      • Professional public service
        • Appearing before parliamentary committees
        • APS frameworks
        • Producing a quality Cabinet submission
        • Delivering quality service
        • APS ethics and values
        • Financial management: advanced
        • Financial management and budgeting
        • Financial management: introduction
        • Financial skills: advanced
        • Financial skills: introduction
        • Introduction to better practice regulation
        • Policy formulation and advice: advanced
        • Policy formulation and advice: introduction
        • Policy implementation
        • Regulatory practitioners and managers
        • Working with the minister
      • EL/SES management short courses
        • EL Leadership Connections
        • Leadership masterclass
        • The art and skill of collaboration
        • Leadership masterclass
      • Human resources, learning and development specialists and selection panels
        • Getting that selection right
        • Harassment Contact Officer: refresher
        • Harassment Contact Officer: training
      • Strategy and innovation
        • Creative thinking at work
        • Strategic thinking
      • Working effectively in the APS
        • Procurement essentials and contract management
        • Developing project management expertise
        • Effective time management
        • Providing effective secretariat support
        • Structuring work
        • The professional executive assistant
        • Working effectively at APS 5 level
        • Working effectively at APS 6 level
        • Working effectively at EL 1 level
        • Working effectively at EL 2 level
      • Working with people
        • EA/SES: A partnership in performance
        • Engaging stakeholders
        • Working in teams
        • Working with diversity
        • Building relationships and engagement
        • Conflict resolution
    • Centre for Leadership and Learning
      • Models of delivery
      • Learning and development strategy
      • Find and register for a program
        • For HR and L&D professionals
        • For individuals
        • Program registration
        • Terms and conditions
    • Learning and development panel
      • About the Learning and Development Panels and Panel Categories
      • Frequently Asked Questions - Agencies
      • Frequently Asked Questions - Suppliers
    • Core skills
    • Leadership and SES
      • Executive Level (EL)
      • Senior Executive Service (SES)
        • SES Band 1 Leadership program
        • SES Band 2 Leadership program
        • SES Band 3 Leadership program
        • SES Leadership Connections
        • Leading digital transformation
    • Talent management
      • Jawun APS Secondment Program
        • Jawun Secondment Opportunities
      • Sir Roland Scholarship
      • Public Sector Management Program
    • New to the APS
    • Calendars and contacts
    • Executive Level leadership programs
      • EL2 Leadership Expansion
      • EL2 Leadership in Practice
        • Why would you choose the EL Leadership in practice program?
      • Women in leadership
  • Media and Events
    • Media
      • APS News
        • APS News August 2018
        • APS News July 2018
          • APS Reform Committee focusses on modernising the public sector
          • APSLearn – your online path to access development opportunities
          • APSLearn – your online path to access development opportunities
          • Attention Government Lawyers: join the Australian Government Legal Network
          • Did you know there is publicly available information on APS remuneration?
          • How much time do you spend developing yourself as an EL2 leader?
        • APS News June 2018
          • Alex, the virtual assistant scopes digital excellence award
          • Don’t forget to have your say!
          • Is Gamification the new workforce motivator?
          • Join the Indigenous Mentoring Program
          • Leading Digital Transformation
          • Learn how to drive change in policy making
          • New Chairs for APS Disability Champions in 2018
          • NextStep
          • Opportunity to attend the cooperative trade fair
          • Registrations open for APSwide
        • APS News March 2018
          • Attention grads and grad coordinators!
          • Digital Transformation Agency supports digital capability development
          • GradAccess 2019 applications open soon
          • Grow as an executive in an ever-changing APS
          • Guiding Indigenous recruitment
          • Head to Health
          • New Commonwealth public sector bargaining policy announced
          • Understanding parliamentary expenses
          • We need your data
        • APS News May 2018
          • ANU studies performance management tools
          • APSwide conference series: Positioning the APS for the future
          • ATO to host community of practice
          • Diversifying intelligence - ASIO commits to diversity and inclusion
          • Get involved in CAWN!
          • Setting aside time for training
          • Snacking outside work hours
          • Writing it right with misconduct reports
        • APS News October 2018
          • APSwide conference series culminates in Canberra
          • ASIO - Pride in Diversity
          • Building the capabilities of Indigenous Australians
          • Cyber Security in the spotlight
          • Digital leaders for the future
          • Digital mental health gateway helping Australians get the support they need
          • GovTEAMS - work better together
          • Graduate opportunities
          • Head to the hill for anniversary celebrations
          • Spotlight on the Public Service Medal recipients
          • Striving for optimal cancer care for Aboriginal and Torres Strait Islander people
        • Building diversity across the APS workforce
        • DFAT develops a mental health policy for staff
        • Do your leadership skills need some development?
        • Help us design our learning standards for a digital world!
        • Winning through twinning in the Asia-Pacific
      • Media statements
        • APS confirms commitment to employment of Aboriginal and Torres Strait Islander people
        • Media release: APS Statistical Bulletin
        • Celebrating the achievements of our Indigenous APS employees
        • MEDIA RELEASE: APS Contestability Review and Gender Equality Strategy launched
        • Media statement: Correct position on APS bargaining
        • Winners announced at the Australian Public Service Diversity and Gender Equality Awards 2017
        • More than 80 new enterprise agreements cap off 2016
        • Graduates inspired by APS leaders
        • Indigenous Australian Public Servants have their say
        • Industrial action - a flop
        • Largest group of Indigenous APS employees recognised at annual graduation ceremony
        • Statement regarding social media guidance from Australian Public Service Commissioner, The Hon John Lloyd
        • Department of Human Services' employees accept new enterprise agreement
        • Media Statement: Response to CPSU's observations on gender pay
        • Enterprise bargaining momentum builds
        • Tenth annual NAIDOC touch football competition
        • Media Statement: Response to Canberra Times article - Regions lost 1800 plus jobs: union
        • Media statement: 2016 APS Remuneration Report released
        • Commonwealth Remuneration Tribunal releases report
        • Statement: Workplace Bargaining Policy 2018
        • State of the Service Report 2009-10: APS positioning itself for the future
        • State of the Service Report 2010-11: APS improving its capability but continuing to face challenges
        • State of the Service Report 2014-15
        • Launching the 2016-17 Australian Public Service Statistical Bulletin
        • APS Remuneration Report 2017 Released
        • Public Sector Informant - right of reply
        • Previous media releases
      • Speeches
        • A Taste of Government
        • Looking forward: what's next for the APS
        • Guiding principles in service of the public
        • Local Government Professionals: Workforce of tomorrow conference
        • Commissioner's address
        • John Lloyd PSM valedictory speech
    • Networks and events
      • APSwide 2018 conference series
      • Australian Gov Leadership Network (AGLN)
        • Australian Government Leadership Network: New South Wales
          • Conference speakers
          • Training
          • Who are we? Your AGLN Townsville Committee
        • Australian Government Leadership Network: North Queensland
        • Australian Government Leadership Network: South Australia
        • Australian Government Leadership Network: South Queensland
        • Australian Government Leadership Network: Tasmania
        • Australian Government Leadership Network: Victoria
        • Australian Government Leadership Network: Western Australia
        • COMClub of Regional Heads: Northern Territory
        • North Queensland AGLN Conference: The future of work
          • North Queensland AGLN conference: Conference program
          • North Queensland AGLN conference: Speakers
      • Graduate events
      • State of the Public Service Roadshow
    • Publications
      • Archived
        • 1 continued
        • 1. What is a record?
        • 15: Environmental issues
        • 16: Public Sector Innovation
        • 2 APS workforce needs into the future
        • 2 Terminating the employment of an ongoing APS employee
        • 2 The changing APS workforce
        • 2012 Indigenous census: Theme 1 - Leadership and culture
        • 2012 Indigenous census: Theme 2 - Human capital management
        • 3 Terminating the employment of a non-ongoing APS employee
        • 3 The state of play
        • 3. Survey methodologies
        • 3. The case for recordkeeping
        • 4 Graduate employment in the APS
        • 4. Information management and infrastructure
        • 4. Supporting good recordkeeping
        • 4: APS Values
        • 5: APS Code of Conduct
        • 6. Assessing the current and future recordkeeping environment
        • 6: Whistleblowing
        • 7: Respecting the diversity of the Australian community in providing services
        • A history in three acts
        • Ability at work: Tapping the talent of people with disability
        • Aboriginal and Torres Strait Islander APS Employees census report
        • Agency health - Monitoring agency health and improving performance
        • Appendix 1c: Learning and performance
        • Appendix 2: Contributions to MAC report 8
        • Appendix 4 - Agency capability maturity levels
        • As One: Australian Public Service Disability Employment Strategy
        • As if for a thousand years… : David Borthwick
        • As-One: A guide to effective influencing
        • Assurance
        • Attachment A
        • Attracting a diverse ICT workforce
        • Australian Government Employment Bargaining framework
        • Australian Government Public Sector Workplace Bargaining Policy
        • Australian Government use of information and communication technology
        • Australian Public Service Bargaining Framework
        • Australian Public Service Commission Corporate plan: 2015-19
        • Australian experience of public sector reform
        • Background
        • Bargaining framework supporting guidance
        • Beyond Westminster : Defining an Australian approach to the roles and values of the public service in the 21st Century
        • Bibliography
        • Breaches of the APS Code of Conduct
        • Building a positive work environment
        • Building an Indigenous Employment Strategy kit
        • Building better governance
        • Capability
        • Case studies
        • Challenges of evidence-based policy-making
        • Change management and employee performance
        • Changing behaviour: A public policy perspective
        • Chapter 1 - Framework
        • Circular 2004/4 - Payments in special circumstances under section 73 of the Public Service Act 1999
        • Circular 2005/2 - Advice to agencies on the continuation of allocating AGS Numbers
        • Circular 2007/2: The Privacy Act and employee information concerning Code of Conduct matters
        • Circular 2007/3: Post Separation Employment: Policy Guidelines
        • Circular 2007/4 - APSjobs website and the Australian Public Service Gazette
        • Circular 2008/8 - Interim protocols for online media participation
        • Circular 2009/1: Revised edition of Merit and transparency policy and guidelines
        • Circular 2011/1: Introduction of the Australian Public Service Bargaining Framework
        • Circular 2011/2: Salary threshold advice relating to Part 2.1 of the Australian Public Service Bargaining Framework and supporting guidance
        • Circular 2011/3: Additional Advice to Agencies on Facilitating Access to Employee Representatives
        • Circular 2012/1: Revisions to the Commission's guidance on making public comment and participating online (social media)
        • Circular 2013/02: Passage of the Public Service Amendment Bill
        • Circular 2013/05: Public Service Amendment Regulation 2013 (No. 2)
        • Circular 2013/06: Amendments to the Australian Public Service Commissioner's Directions 2013
        • Circular 2013/07: Consultation in preparation for bargaining
        • Circular 2013/08: APS whistleblowing scheme and public interest disclosures
        • Circular 2014/1 - Australian Government Public Sector Workplace Bargaining Policy
        • Circular 2014/2 - Amendments to the Australian Public Service Code of Conduct
        • Circular 2015/1: Implementation of the RecruitAbility scheme
        • Commission Advice 2013/01: Amendments to the Public Service Act 1999 and Public Service Regulations 1999. Australian Public Service Commissioner's Directions 2013
        • Commission Advice 2013/03: Legislative changes to matters relating to SES employment
        • Commission Advice 2013/04: The new APS Values and Employment Principles. Changes to the Code of Conduct.
        • Commission Advice 2013/05: Australian Public Service Commissioner's functions (including appointment of Special Commissioners)
        • Commission Advice 2013/06: Merit Protection Commissioner's functions
        • Commission Advice 2013/07: Legislative changes to procedures for handling misconduct
        • Commission Advice 2013/08: Legislative changes affecting whistleblowing in the APS
        • Commission Advice 2013/09: Legislative changes to recruitment and selection
        • Commission Advice 2013/10: Independent Selection Advisory Committees (ISACs)
        • Commission Advice 2013/11: Performance management
        • Commission Advice 2013/12: Legislative changes affecting diversity in the APS
        • Commission Advice 2013/13: Review of actions
        • Commission Advice 2013/16: Other employment matters
        • Commissioner's Foreword
        • Commissioner's review
        • Commitment
        • Connecting Government: Whole of government responses to Australia's priority challenges
        • Corporate Plan 2017-18
          • Freedom of Information
            • IPS Agency Plan
            • Public Interest Disclosure Scheme
          • Disclosure log
          • Information Publication Scheme (IPS)
        • Delegations under the Public Service Act 1999 and subordinate legislation
        • Delivering performance and accountability
        • Demographic profile of the Indigenous APS workforce
        • Employment of people with disability in the APS
        • Empowering change - Fostering change in the APS
        • Ensuring leadership continuity in the Australian Public Service: A guide to succession management
        • Evaluating learning
        • Experimenting and engaging to innovate
        • Facilities for bargaining representatives
        • Fifty years of APS employment data
        • Focus area 2: Attraction and recruitment
        • Focus area 3: Retention
        • Fostering an attendance culture
        • Foundations of Governance
        • Going on parental leave
        • Handling misconduct - archived document
        • Indigenous employment strategy 2012-16
        • Integrity and accountability
        • Introduction
        • Leading productive people: A manager's seven steps to success
        • Management
        • Managing human capital: the APS Human Capital Framework
        • Managing parental leave
        • More than a job: Indigenous Australian Public Service careers
        • Multicultural plan 2013-15
        • One APS - One SES
        • Open data supporting open innovation
        • Overview
        • Part 1 - Workplace Relations Framework
        • Part 1: Information
        • Part 2: Issues in staff selection
        • Part 3: Better practice strategies
        • Performance
        • Performance management in the APS
        • Policy implementation through devolved government
        • Principles relating to workplace delegates
        • Probation and Performance in the Australian Public Service
        • Recruiting a diverse ICT workforce
        • Recruitment and selection in the APS: The legislative framework
        • Reducing red tape in the APS
        • References and abbreviations
        • Reinvigorating the Westminster tradition: Integrity and accountability in relations between the Australian Government and the APS
        • Resources
        • Respect: promoting a culture free from harassment and bullying in the APS
        • Respect: summary guide
        • Retaining a diverse ICT workforce
        • Sect 1.2 Working with the Government and the Parliament
        • Sect 1.3 Managing official information
        • Sect 1.5 Involvement of public servants in public information and awareness initiatives
        • Sect 2.6 Working with the public
        • Sect 3.9 Working with APS colleagues
        • Sect 4.10 Using Commonwealth resources
        • Sect 4.11 Conflict of interest
        • Sect 4.17 Whistleblowing
        • Section 1: APS at a glance
        • Section 1: Understanding influence and putting it into practice
        • Section 2: Reflection to achieve better influencing outcomes
        • Section 2: Workforce capability
        • Section 3: The APS employment framework
        • Section 4: Public sector performance
        • Section 5: APS Values and promoting integrity
        • Section 5: Innovation - sourcing and partnering
        • Senior Executive Leadership Capability framework
        • Senior Executive Service 25th anniversary
        • Supporting Ministers - upholding the Values
        • Tackling wicked problems : A public policy perspective
        • The APS at a glance
        • The Appendices
        • The Appendixes
        • The changing nature of communication—current trends
        • The last count
        • Tips and Traps in Selecting External Investigators
        • Turned up - Tuned in
        • Valedictory speech - Dr Peter Shergold
        • WR 2009/10: Fair Work information statement
        • WR 2009/2: Transition to the Fair Work Act 2009
        • WR 2009/3: Revisions to the Australian Government Employment Bargaining Framework and supporting guidance
        • WR 2009/5: Legal Advice relating to the Fair Work Act 2009 and other workplace relations legislation - Legal Services Directions
        • WR 2009/6: Termination of individual agreement-based transitional instruments (Australian Workplace Agreements)
        • WR 2010/1: Responsibilities and obligations of workplace delegates
        • WR 2010/2: Natural disaster warnings and agency leave arrangements
        • Whole-of-government ICT strategic workforce plan 2010-2013
        • Working together: Principles and practices to guide the Australian Public Service
        • 00 Preface
        • 02 Leadership, culture and conduct
        • 03 Transparency and integrity
        • Circular 2012/3: Supporting Employees Affected by Domestic or Family Violence
        • 04 Employee engagement
        • 05 Ageing and work ability
        • 06 Diversity
        • Circular 2013/04: Workplace giving
        • 07 Workforce planning and strategy
        • 08 Performance management
        • 09 Workforce bargaining and classification
        • 10 Organisational capability
        • Appendix 1 - Workforce trends
        • Appendix 2 - APS agencies
        • Appendix 3 - Survey methodologies
        • Appendix 4 - Unscheduled absence
        • Appendix 5 - Capability review methodology
        • Glossary
        • Statistical data - Australian Capital Territory
        • Circular 2016/9W: Continuation of the Workplace Bargaining Policy 2015
        • Statistical data - Large agencies
        • Statistical data - Medium agencies
        • Statistical data - New South Wales
        • Statistical data - Northern Territory
        • Statistical data - Overall
        • Statistical data - Queensland
        • Statistical data - South Australia
        • Statistical data - Small agencies
        • Circular 2016/8W: Advice for agencies on termination of protected industrial action in the Department of Immigration and Border Protection
        • Statistical data - Tasmania
        • Statistical data - Victoria
        • Statistical data - Western Australia
        • Microagency survey results 2012
        • Survey demographics
        • Section 1: Employee engagement
        • Headlines
        • Section 3: Health and wellbeing
        • Section 6: Innovation and social media
        • Section 2: Micro-agency leadership
        • Section 4: Performance management
        • Section 5: Recruitment and retention
        • Survey responses
        • Survey questions
        • An Asia-capable APS
        • Asia capability of APS agencies
        • Asia capability of the current APS workforce
        • Diversity and the organic growth of APS Asia capability
        • Future APS Asia capability
        • Key findings
        • Disclosure
        • Employees from a non-English speaking background
        • Employees with disability
        • Indigenous employment
        • Key findings
        • The APS Diversity Council
        • Trends in representation
        • Employee engagement and employee health and wellbeing
        • How employee health and wellbeing affects organisational productivity
        • How the workplace affects employee health and wellbeing
        • Key findings
        • Workplace health initiatives
        • Defining flexible work
        • Flexible work in the APS
        • Key findings
        • Teleworking
        • Diversity
        • Increased public sector productivity continues to be a priority
        • Looking ahead
        • Managing change needs to improve in the APS
        • Rescaling the APS
        • Defining geographic boundaries
        • Employee attitudes and opinions
        • Key findings
        • Mobility
        • The demographic distribution of the APS
        • The geographic distribution of the APS
        • Agency assessment of workforce planning capability
        • APS occupational skills shortages
        • Insights from the capability reviews into workforce planning
        • Key findings
        • Strategies to mitigate workforce gaps and risks
        • Workforce classification
        • Workforce risks
        • Capability maturity model findings
        • Capability reviews - status and findings
        • Increasing efficiency
        • Key findings
        • Allegations of harassment and bullying
        • Embedding the APS Values
        • Key findings
        • Managing corruption risk in the APS
        • Reviews of action
        • APS leadership
        • Leadership and engagement
        • Key findings
        • Leadership and change
        • Leadership and ethical behaviour
        • State of the Service 2010-11
        • Appendices
        • Appendix 1 - APS agencies
        • Appendix 2 - Survey Methodologies
        • At a glance
        • At a glance, continued
        • Abbreviations and acronyms
        • 2. APS agencies (or semi-autonomous parts of agencies)
        • 4. APS Performance Culture Model
        • 8. Capability Review ratings
        • 5. Diversity
        • 6. Integrity and Code of Conduct
        • 7. Unscheduled absence
        • 1. Workforce trends
        • Letter of transmittal
        • Preface
        • Managing risk
        • Agency Capability Reviews
        • APS employee perceptions of risk management
        • Managing delivery risk
        • Managing integrity risk
        • The state of risk management in the APS
        • Understanding and communicating risk
        • What does this tell us about the state of the service
        • Risk, accountability and governance
        • The employee experience
        • Introduction
        • Using social media
        • What does this tell us about the state of the service
        • Introduction
        • Evaluating workplace strategies
        • Identifying and acquiring human capital in the APS
        • Understanding human capital
        • What does this tell us about the state of the service
        • Introduction
        • Effective management structures
        • Establishing a performance management baseline
        • Organisational accountability and performance
        • Strengthening the performance management framework
        • The experience of management
        • What does this tell us about the state of the service
        • APS leadership and core skills strategy
        • APS performance culture
        • Introduction
        • Implementing the APS leadership and core skills strategy
        • Leadership and employee engagement
        • Senior leadership in the APS
        • What does this tell us about the state of the service
        • Improving change management capability in APS agencies
        • Leadership and change management
        • Introduction
        • The experience of change in the APS
        • What does this tell us about the state of the service
        • Capability Reviews
        • Employee views on innovation in the APS
        • Introduction
        • What does this tell us about the state of the service
        • Attendance in the APS: Unscheduled absence
        • Introduction
        • Managing attendance
        • Understanding employee attendance
        • What does this tell us about the state of the service
        • Conclusion
        • State of the Service Series Report: 2012 Indigenous Census
        • Appendix
        • 2012 Indigenous census:Conclusions
        • 2012 Indigenous census: Introduction
        • 2012 Indigenous Census: Overview
        • 2012 Indigenous census: Theme 3 - Organisational effectiveness
        • State of the Service Series Report: 2012 Indigenous Census at a Glance
        • Circular 2008/7: Code of Conduct for Ministerial Staff
        • Circular 2000/4 : Resignation and failure to return to duty
        • Circular 2002/10 - Attachment of salaries to satisfy a judgment debt
        • Circular 2002/11 - Engagement of ongoing and non-ongoing APS employees
        • Circular 2002/12 - Amendments to the Public Service Regulations regarding the movement of ongoing employees from one agency to another
        • Circular 2002/13 - Changes to the delivery of redeployment and career advice services
        • Circular 2002/2 - Amendments to the Public Service Commissioner's Directions on the engagement of persons who have received a redundancy benefit from Commonwealth employment
        • Circular 2002/3 - Temporary movement provisions - Amendment to advice on movement of ongoing employees
        • Circular 2002/4 - Management Advisory Committee: Project on building organisational capabilities
        • Circular 2002/6 - Release of new booklets
        • Circular 2002/7 - Release of new booklet
        • Circular 2003/1 - Payments in special circumstances - Section 73 of the Public Service Act 1999
        • Circular 2003/2 - Engagement of ongoing and non-ongoing employees
        • Circular 2003/3 - Cancellation of section 26 agreements
        • Circular 2003/5 - Amendment to the Public Service Commissioner's Directions on the engagement of persons who have received a redundancy benefit from Commonwealth employment
        • Circular 2003/7 - Impact of amendments to the Workplace Relations Act 1996 on probation and termination of employment in the APS
        • Circular 2003/8 - Temporary assignments and temporary movements of staff
        • Circular 2004/2 - Citizenship provisions relating to employment in the APS
        • Circular 2004/6 - Amounts to be included in payment in lieu of Notice of termination of employment
        • Circular 2004/8 - Amendment to the Public Service Regulations 1999
        • Circular 2004/9 - Electronic publication of two Commission advices - Conditions of Engagement and Ongoing Employment
        • Circular 2005/3 - Disallowance of Amendments to the Public Service Regulations 1999 - Regulation 2.1
        • Circular 2005/5 - Amendments to the Prime Minister's Public Service Directions 1999 - Leave without pay
        • Circular 2006/6: Use of special measures to fill employment opportunities for people with intellectual disability
        • Circular 2003/6 - Probation
        • Circular 2006/3 - Amendment to the Public Service Regulations 1999
        • Circular 2006/4 - APS staff selection exercises - Use of external providers
        • Circular 2006/5 - Engagement of persons who have received a redundancy benefit from Commonwealth employment - Impact of Telstra (3) sale
        • Circular 2006/7: Planning for influenza pandemic issues - APS employment issues
        • Circular 2007/1: Declarations of personal interests: Revised policy guidelines
        • Declaration of interests template
        • Circular 2007/5: Involvement of public servants in public information and awareness initiatives
        • Circular 2008/1 - Amendments to the Public Service Commissioner's Directions 1999 — Engagement of non-ongoing Senior Executive Service employees
        • Circular 2008/4: Requirements relating to the Lobbying Code of Conduct and post separation contact with Government
        • Circular 2008/5 - Electronic publication of the APS Employment Database Manual 2008
        • Circular 2008/9 - Amendments to the Public Service Commissioner's Directions - Engagement of redundancy benefit recipients
        • Circular 2009/3 - Reintegration of statutory office holders into the APS
        • Circular 2009/4 - Disclosure of official information
        • Circular 2009/6: Protocols for online media participation (social media)
        • Circular 2010/1: Engagement of redundancy benefit recipients
        • Circular 2010/2: Engagement of people with disability through disability employment service providers
        • Circular 2010/2: FAQ
        • Circular 2010/4: Revision of Special Measures and Identified Positions/Criteria provisions
        • Circular 2013/03: Proclamation of Commencement Date for the Public Service Amendment Act
        • Circular 2007/5: Guidelines on the involvement of public servants in public information and awareness initiatives
        • WR 2009/1: Executive Vehicle Scheme
        • WR 2009/8: Executive Vehicle Scheme
        • WR 2009/9: Interaction between retention or redeployment periods and the National Employment Standards
        • ANZSOG Executive Master in Public Administration course: The context and challenges of policy advising
        • Reflections on eight and half years in the nation's capital - Robert Cornall AO
        • Attachment B
        • Attachment C
        • Supporting Guidance: Part 1 - Employment Arrangements
        • Supporting Guidance: Part 2 - Affordability and Funding
        • Supporting Guidance: Part 3 - Remuneration and Productivity
        • Supporting Guidance: Part 4 - Employment Conditions
        • Supporting Guidance: Part 5 - Employee Relations
        • Supporting Guidance: Part 6 - Performance Management
        • Supporting Guidance: Part 7 - Enterprise Agreement Content
        • Supporting Guidance: Part 8 - Approval Requirements for Enterprise Agreements and Other Collective Arrangements
        • Agency support to encourage retention
        • Commencing in the APS
        • Employee wellbeing in the workplace
        • Indigenous APS Employees Census Survey methodology
        • Nature of current job role
        • Recommended common APS terms and conditions of employment (including some model causes)
        • APSC assessments
        • Definitions
        • Funding declaration
        • Legal advice
        • Notice of employee representational rights
        • Part 2 - Remuneration policy
        • Part 3 - Funding policy
        • Supporting tools for enterprise agreement assessment
        • APS Values and Code of Conduct in practice: A guide to official conduct for APS employees and agency heads
        • Sect 4.15 APS employees as citizens
        • Sect 4.12 Gifts and benefits
        • Sect 1.4 Managing personal information
        • Sect 4.13 Outside employment
        • Overview
        • Sect 4.14 Post-separation employment
        • Sect 1.1 The APS—Defined by Values
        • Sect 4.16 Working overseas
        • Sect 2.8 Working with lobbyists: the Lobbying Code of Conduct and post separation lobbying contacts with Government
        • Sect 2.7 Working with the private sector and other stakeholders
        • Section 1: Our response
        • Section 2: Making the changes happen
        • Section 3: Help with the strategy
        • Focus area 1: Workplace environment
        • Key elements of the APS strategy
        • Menu of actions
        • Message from the Commissioner
        • Using the kit
        • Appendix 2: Case studies
        • 1. The whole of government challenge
        • A4: Contributors
        • 3. Culture and capability
        • Issues and themes in recent literature on whole of government approaches
        • 6. Making connections outside the APS: The nature of engagement in whole of government activities
        • 7. Managing crises and their consequences
        • Section 4: References
        • Template: Influencing preparation
        • 4 Barriers to innovation in the APS
        • 2 Why innovation is a priority
        • Appendix 1b: Line of sight
        • Appendix 1d: Outcomes
        • 13: Security
        • 2: Authorisation and delegation
        • Appendix 1 - Legislative instruments
        • Appendix 4 - Relevant records in National Archives of Australia Administrative functions disposal authority, February 2000
        • Appendix 5 - Checklist of key points for agency guidance material
        • Appendix 6 - Sample clauses for inclusion in agency Code of Conduct investigation procedures
        • Chapter 6 - The determination and sanction
        • Chapter 7 - Recordkeeping and access to records
        • Chapter 8 - Review of actions
        • Chapter 9 - Quality assurance and streamlining the process
        • Coverage of Public Service Act 1922
        • Extract from Twenty-Third Report of Public Service Board
        • Review of the Public Service Act 1994—Terms of reference
        • Summary of 1998 administrative reforms
        • Ch 1. Beginnings: The 1902 Act
        • Ch 3 Changes and challenges
        • Ch 9 The changing central personnel authority
        • Ch10 Constancy and change
        • Listing of documents supporting implementation of 1999 Public Service Act
        • Ch 6 Towards the end of an era
        • Ch 7 An evolving reform environment
        • Significant matters addressed by Public Service Board in its first report
        • Key powers and responsibilities of Secretaries in a devolved APS
        • Ch 8 Into a new century
        • Ch 2 A new legislative framework
        • Ch11 A perspective on the 1999 reforms
        • Ch 5 Post-war adjustments, new paths
        • Preface
        • Royal Commission on Australian Government Administration
        • Ch 4 Through troubled times
        • Attraction and retention of diverse staff
        • Learning and development
        • Reasonable adjustment
        • Agency ICT workforce planning self assessment guide
        • 4 Expectations and career preferences of the future APS workforce
        • 5 Implications for future APS career patterns and development
        • 1 Introduction
        • 5 Comparing workplace attitudes - age and gender
        • 3 Mature-aged employment in the APS
        • Capability
        • Focus questions to determine success risks
        • Risk management tool
        • Succession management model used to implement succession and talent management across the Australian Tax Office
        • Succession management discussion tool
        • B. Compensation for early termination of non-ongoing APS employees engaged for a specified term
        • A. Fair Work Act provisions - further information
        • 1 Legislative and industrial framework
        • C. Amounts to be included in payment in lieu of notice
      • Current
        • 1 Driving a supportive and enabling culture
        • 1. A culture of integrity
        • 1. Introduction
        • 12 Recognising and responding
        • 14 Looking after yourself and carers
        • 16 Focusing on ability to work
        • 17 Compensation claims
        • 18 Supporting return to work
        • 2 Gender equality in APS leadership
        • 2 Managing risks when recruiting
        • 2. What is cyber-bullying?
        • 2. Workforce planning explained
        • 2010 APS Non-SES Remuneration survey
        • 2010 APS Remuneration survey: Summary
        • 2010 APS SES Remuneration survey
        • 2012 Australian Public Service Remuneration Report: summary of results
        • 2013 summary
        • 3 Innovation to embed gender equality in employment
        • 3 Managing risks in the workplace
        • 3. Policy framework for managing cyber-bullying
        • 3. Initiation and planning
        • 4 Increased take-up of flexible work arrangements by men and women
        • 4 Managing risks to do with former employees
        • 4. Creating a respectful workplace
        • 4. Managing the impact on employees
        • 4. More detailed assessment of departmental capability
        • 4. Segmenting your workforce
        • 4. Support tools
        • 5 Managing information
        • 5 Managing workforce risks
        • 5 things you can do today
        • 5. Managing inappropriate online conduct by members of the public
        • 5. Demand analysis
        • 5. Preventing bullying at work
        • 6 Identifying other integrity risks
        • 6. Managing the risk of cyber-bullying
        • 6. Causes of SES growth
        • 6. Supply analysis
        • 6. Supporting and managing performance
        • 7 Reporting integrity risks
        • 7. Gap analysis and strategy
        • 7. Managing employees throughout their career
        • 8. Implementation
        • 8. Managing risks
        • 9. Balancing demands and control
        • A: Providing robust advice
        • APS Domestic and Family Violence policy framework
        • APS Human Capital Matters: Mobility and flexible working arrangements
        • APS Human Resources Summit 2012
        • APS Remuneration Report 2013
        • APS Remuneration Report 2014
        • APS Remuneration report 2012
        • APS Remuneration report 2015
        • APS Remuneration report 2016
        • APS Statistical Bulletin
          • APS Statistical Bulletin: December 2017
          • APS Statistical Bulletin 2017
            • Appendix 1: About APSED coverage
            • Appendixes
            • Diversity
            • Employment by gender
            • Geographic distribution of the APS
            • Introduction
            • Mobility and tenure
            • Shape of the APS
            • Size of the APS
            • The Australian Public Service at a glance: June 2017
            • Appendix 2: Explanatory notes
            • Appendix 3: Public Service Act coverage and Machinery of Government changes
            • Table 1: All employees: gender by employment category, 31 December 2002 to 31 December 2016
            • Appendix 4: Organisations not separately identified in tables
            • Table 10: Non-ongoing employees: age group by base classification and gender, 31 December 2016
            • Table 11: Ongoing employees: base classification by gender, 31 December 2002 to 31 December 2016
            • Table 12: Ongoing employees: paid classification by gender, 31 December 2007 to 31 December 2016
            • Table 13: Ongoing employees: length of service by gender, 31 December 2002 to 31 December 2016
            • Table 14: Ongoing employees: age group by gender, 31 December 2002 to 31 December 2016
            • Table 15: Ongoing employees: agency by base classification group, 31 December 2015 and 2016 *
            • Table 16: Ongoing employees: agency retention, 31 December 2015 to 31 December 2016 *
            • Table 17: Ongoing employees: agency by age group, 31 December 2016
            • Table 18: Ongoing employees: agency by location, 31 December 2016
            • Table 19: Ongoing employees: agency by paid classification, 31 December 2016
            • Table 2: All employees: agency by employment category, 31 December 2015, 30 June 2016 and 31 December 2016
            • Table 20: Ongoing employees: agency by temporary assignment classification, 31 December 2016
            • Table 21: Ongoing employees: agency by highest educational qualification, 31 December 2016
            • Table 22: Ongoing employees: agency by median length of service (years) and base classification, 31 December 2016
            • Table 23: Ongoing employees: age group by base classification and gender, 31 December 2016
            • Table 24: Ongoing employees: highest educational qualification by base classification and gender, 31 December 2016
            • Table 25: Ongoing employees: base classification by paid classification and gender, 31 December 2016
            • Table 26: Ongoing employees: location by base classification and gender, 31 December 2016
            • Table 27 : Ongoing employees: mean age (years) by location, base classification and gender, 31 December 2016
            • Table 28: Ongoing employees: median length of service (years) by location, base classification and gender, 31 December 2016
            • Table 29: Engagements of ongoing employees: age group by gender, 2002 to 2016
            • Table 30: Engagements of ongoing employees: classification by gender, 2002 to 2016
            • Table 31: Engagements of ongoing employees: agency by major classification group, 2015 and 2016 *
            • Table 32: Engagements of ongoing employees: age group by classification and gender, 2016
            • Table 33: Engagements of ongoing employees: prior service in APS by classification and gender, 2016
            • Table 34: Engagements of ongoing employees: highest educational qualification by classification and gender, 2016
            • Table 35: Engagements of ongoing employees: previous employment by classification and gender, 2016
            • Table 36: Engagements of ongoing employees: location by classification and gender, 2016
            • Table 37: Engagements of ongoing employees: mean age (years) by location, classification and gender, 2016
            • Table 38: Promotions of ongoing employees: classification advanced from and to by gender, 2016
            • Table 39: Promotions of ongoing employees: mean age (years) by location, classification and gender, 2016
            • Table 3: Non-ongoing employees: agency by employment status, gender and employment category, 31 December 2016
            • Table 3: ongoing employees: agency by employment status, gender and employment category, 31 December 2016
            • Table 3: All employees: agency by employment status, gender and employment category, 31 December 2016
            • Table 40: Promotions of ongoing employees: agency by classification, 2016
            • Table 41: Promotions of ongoing employees: within, from and to other agencies, 2016
            • Table 42: Transfers of ongoing employees: from and to other agencies, 2016
            • Table 43: Movement of ongoing employees: location from and to by gender, 2016
            • Table 44: Separations of ongoing employees: type of separation by gender, 2002 to 2016
            • Table 45: Separations of ongoing employees: base classification by gender, 2002 to 2016
            • Table 46: Separations of ongoing employees: age group by gender, 2002 to 2016
            • Table 47: Separations of ongoing employees: resignations by age group and gender, 2002 and 2016
            • Table 48: Separations of ongoing employees: age retirements by age group and gender, 2002 and 2016
            • Table 49: Separations of ongoing employees: retrenchments by age group and gender, 2002 to 2016
            • Table 4: Non-ongoing employees: agency by base classification and employment category, 31 December 2016
            • Table 4: Ongoing employees: agency by base classification and employment category, 31 December 2016
            • Table 4: All employees: agency by base classification and employment category, 31 December 2016
            • About APSED coverage
            • At a glance
            • Diversity
            • Introduction
            • Location and regional staff
            • Size
            • Table 5: All employees: age group by base classification and employment category, 31 December 2016
            • Table 50: Separations of ongoing employees: separation type by base classification and gender, 2016
            • Table 51: Separations of ongoing employees: agency by type of separation, 2015 and 2016
            • Table 52: Separations of ongoing employees: agency by type of termination, 2016
            • Table 53: Separations of ongoing employees: agency by base classification, 2016
            • Table 54: Separations of ongoing employees: length of service by base classification and gender, 2016
            • Table 55: Separations of ongoing employees: length of service by type of separation and gender, 2016
            • Table 56: Ongoing employees: diversity group, 31 December 2002 to 31 December 2016
            • Table 57: Non-ongoing employees: agency by diversity group, 31 December 2016
            • Table 57: Ongoing employees: agency by diversity group, 31 December 2016
            • Table 57: All employees: agency by diversity group, 31 December 2016
            • Table 58: Ongoing employees: base classification by diversity group and gender, 31 December 2016
            • Table 59: Ongoing employees: diversity group by highest educational qualification and gender, 31 December 2016
            • Table 6: All employees: location by base classification and employment category, 31 December 2016
            • Table 60: Engagements of ongoing employees: classification by diversity group and gender, 2016
            • Table 61: Separations of ongoing employees: base classification by diversity group and gender, 2016
            • Table 7: Agency metrics, 31 December 2016
            • Table 8: Non-ongoing employees: employment status by base classification and gender, 31 December 2016
            • Table 9: Non-ongoing employees: agency by non-ongoing category and gender, 31 December 2016
          • APS Statistical Bulletin 2015-16
            • Section 2: Non-ongoing employees
            • Section 3: Ongoing employees
            • Section 4: Movements of ongoing employees
            • Section 5: Diversity
            • Table 1 : All employees: sex by employment category, 30 June 2002 to 30 June 2016
            • Table 10: Ongoing employees: base classification by sex, 30 June 2002 to 30 June 2016
            • Table 11: Ongoing employees: paid classification by sex, 30 June 2007 to 30 June 2016
            • Table 12: Ongoing employees: length of service by sex, 30 June 2002 to 30 June 2016
            • Table 13: Ongoing employees: age group by sex, 30 June 2002 to 30 June 2016
            • Table 14: Ongoing employees: agency by base classification group, 30 June 2015 and 2016 *
            • Table 15: Ongoing employees: agency retention, 30 June 2015 to 30 June 2016 *
            • Table 16: Ongoing employees: agency by age group, 30 June 2016
            • Table 17: Ongoing employees: agency by location, 30 June 2016
            • Table 18: Ongoing employees: agency by paid classification, 30 June 2016
            • Table 20: Ongoing employees: agency by operative status (including maternity related leave) and sex, 30 June 2016 *
            • Table 2: All employees: agency by employment status, sex and employment category, 30 June 2016
            • Table 2: Non-ongoing employees: agency by employment status, sex and employment category, 30 June 2016
            • Table 2: Ongoing employees: agency by employment status, sex and employment category, 30 June 2016
            • Table 3: All employees: agency by base classification and employment category, 30 June 2016
            • Table 3: Non-ongoing employees: agency by base classification and employment category, 30 June 2016
            • Table 3: Ongoing employees: agency by base classification and employment category, 30 June 2016
            • Table 4: All employees: age group by base classification and employment category, 30 June 2016
            • Table 5: All employees: location by base classification and employment category, 30 June 2016
            • Table 6: Agency metrics, 30 June 2016 and 2015-16
            • Table 7: Non-ongoing employees: employment status by base classification and sex, 30 June 2016
            • Table 8: Non-ongoing employees: agency by non-ongoing category and sex, 30 June 2016
            • Table 9: Non-ongoing employees: age group by base classification and sex, 30 June 2016
            • Table 19: Ongoing employees: agency by temporary assignment classification, 30 June 2016
            • Table 40: Promotions of ongoing employees: mean age (years) by location, classification and sex, 2015-16
            • Table 21: Ongoing employees: agency by highest educational qualification, 30 June 2016
            • Table 41: Promotions of ongoing employees: agency by classification, 2015-16
            • Table 22: Ongoing employees: agency by number of agencies worked in and base classification group, 30 June 2016
            • Table 42: Promotions of ongoing employees: within, from and to other agencies, 2015-16
            • Table 23: Ongoing employees: agency by median length of service (years) and base classification, 30 June 2016
            • Table 43: Transfers of ongoing employees: from and to other agencies, 2015-16
            • Table 24: Ongoing employees: age group by base classification and sex, 30 June 2016
            • Table 44: Movement of ongoing employees: location from and to by sex, 2015-16
            • Table 25: Ongoing employees: highest educational qualification by base classification and sex, 30 June 2016
            • Table 45: Separations of ongoing employees: type of separation by sex, 2001-02 to 2015-16
            • Table 26: Ongoing employees: base classification by paid classification and sex, 30 June 2016
            • Table 46: Separations of ongoing employees: base classification by sex, 2001-02 to 2015-16
            • Table 27: Ongoing employees: location by base classification and sex, 30 June 2016
            • Table 47: Separations of ongoing employees: age group by sex, 2001-02 to 2015-16
            • Table 28: Ongoing employees: mean age (years) by location, base classification and sex, 30 June 2016
            • Table 48: Separations of ongoing employees: resignations by age group and sex, 2001-02 and 2015-16
            • Table 29: Ongoing employees: median length of service (years) by location, base classification and sex, 30 June 2016
            • Table 49: Separations of ongoing employees: age retirements by age group and sex, 2001-02 and 2015-16
            • Table 30: Engagements of ongoing employees: age group by sex, 2001-02 to 2015-16
            • Table 50: Separations of ongoing employees: retrenchments by age group and sex, 2001-02 to 2015-16
            • Table 31: Engagements of ongoing employees: classification by sex, 2001-02 to 2015-16
            • Table 51: Separations of ongoing employees: separation type by base classification and sex, 2015-16
            • Table 32: Engagements of ongoing employees: agency by major classification group, 2014-15 and 2015-16 *
            • Table 52: Separations of ongoing employees: agency by type of separation, 2014-15 and 2015-16
            • Table 33: Engagements of ongoing employees: age group by classification and sex, 2015-16
            • Table 53: Separations of ongoing employees: agency by type of termination, 2015-16
            • Table 34: Engagements of ongoing employees: prior service in APS by classification and sex, 2015-16
            • Table 54: Separations of ongoing employees: agency by base classification, 2015-16
            • Table 35: Engagements of ongoing employees: highest educational qualification by classification and sex, 2015-16
            • Table 55: Separations of ongoing employees: length of service by base classification and sex, 2015-16
            • Table 36: Engagements of ongoing employees: previous employment by classification and sex, 2015-16
            • Table 56: Separations of ongoing employees: length of service by type of separation and sex, 2015-16
            • Table 37: Engagements of ongoing employees: location by classification and sex, 2015-16
            • Table 57: Ongoing employees: diversity group, 30 June 2002 to 30 June 2016
            • Table 38: Engagements of ongoing employees: mean age (years) by location, classification and sex, 2015-16
            • Table 58: Ongoing employees: agency by diversity group, 30 June 2016
            • Table 39: Promotions of ongoing employees: classification promoted from and to by sex, 2015-16
            • Table 58: Non-ongoing employees: agency by diversity group, 30 June 2016
            • Table 58: All employees: agency by diversity group, 30 June 2016
            • Table 59: Ongoing employees: base classification by diversity group and sex, 30 June 2016
            • Table 60: Ongoing employees: diversity group by highest educational qualification and sex, 30 June 2016
            • Table 61: Engagements of ongoing employees: classification by diversity group and sex, 2015-16
            • Table 62: Separations of ongoing employees: base classification by diversity group and sex, 2015-16
            • Appendixes
            • Appendix 1: Explanatory notes
            • Appendix 2: Agency abbreviations
            • Appendix 3: Public Service Act coverage changes
            • Appendix 4: Machinery of Government changes
            • Appendix 5: Organisations not separately identified in tables
            • Introduction
            • Main features
            • Section 1: All employees
        • APS Values and Code of Conduct in practice
        • APS Workforce Trends
        • APS agencies
        • APS agency to non-APS agency
        • APS and the Chinese Civil Service
        • APS classification review
        • APS role evaluation guidance and tool
        • APSC Annual Reports
          • Annual report 2010-11
          • Annual report 2016-17
            • Appendixes
              • Appendix A: Entity resource and outcome resource statements
              • Appendix B: Staffing profile
              • Appendix C: Work health and safety
              • Appendix D: Ecologically sustainable development and environmental performance
              • Appendix F: Disability reporting mechanisms
              • Appendix E: Advertising
              • Appendix G: Information Publication Scheme
              • Appendix H: List of requirements
            • Annual report of the Merit Protection Commissioner
              • Appendix: Review of performance by function
              • Provide fee-related services
              • Reporting by function
              • Review of employment-related decisions
              • Focus for the coming year
              • Governance, management and accountability
              • Overview
            • Part 3: Management and accountability
              • Asset management
              • Corporate governance framework
              • Purchasing
              • Environmental management
              • External scrutiny
              • Financial performance
              • Information and communications technology
              • Outlook for 2017-18
            • Financial statements
              • Administered reconciliation schedule
              • Administered schedule of comprehensive income for the period ended 30 June 2017
              • Administered cash flow statement for the period ended 30 June 2017
              • Cash flow statement for the period ended 30 June 2017
              • Statement by the Australian Public Service Commissioner and Chief Financial Officer
              • Statement of changes in equity for the period ended 30 June 2017
              • Statement of comprehensive income for the period ended 30 June 2017
              • Statement of financial position as at 30 June 2017
              • Independent Auditor's report
              • Note 1. Departmental financial performance
              • Note 2. Expenses administered on behalf of Government
              • Note 3. Departmental financial position
              • Note 4. Funding
              • Note 5. People and relationships
              • Note 6. Managing uncertainties
              • Notes to the financial statements: Overview
              • People management
            • Part 1: Overview
              • Commissioner's review
              • The Commission at a glance
              • The Commission in brief
            • Part 2: Annual performance statements
              • Corporate goal 1: Streamline process, reduce red tape and drive productivity and performance
              • Corporate goal 2: Build capability
              • Corporate goal 3: Promote integrity and accountability
              • Reporting approach
              • Statement of preparation
              • Portfolio Budget Statements key performance indicators 2016-17
            • APS Statistical Bulletin: December 2016
          • G: Staffing profile and equal employment opportunity
          • Government and legislative reform
          • Annual report 2011-12
          • G: Staffing profile and equal employment opportunity
          • Grant programs
          • Governance, management and accountability
          • Guide to the report
          • Annual report 2014-15
            • Annual report downloads
            • Merit Protection Commissioner Annual report 2014-15
              • Focus on the year
              • Outcomes for the year
              • Outlook for the coming year
              • Overview
              • Appendix: Review of performance by function
            • Commission overview
            • Commissioner overview
            • Part four: Financial statements
            • Part one: Overview
            • Part two: Performance review
            • Program 1.1: Australian Public Service Commission
            • Program 1.2: Parliamentarians' and judicial office holders' remuneration and entitlements
            • Abbreviations and acronyms
            • Appendices
              • Appendix A: Entity resource and outcome resource statements
              • Appendix B: Work health and safety
              • Appendix D: Ecologically sustainable development and environmental performance
              • Appendix E: Advertising and market research
              • Appendix F: Disability reporting mechanisms
              • Appendix G: Information Publication Scheme
              • Appendix H: List of requirements
          • Financial performance
          • Independent Selection Advisory Committees and fee-for-service activity
          • Financial statements
          • Information Publication Scheme
          • Financial statements, continued
          • Information and communication technology
          • Introduction
          • Focus on the year
          • Introduction
          • H: List of requirements
          • Introduction to the Annual report
          • H: List of requirements
          • Legal expenditure
          • Legal services expenditure 2013-14
          • Legal services expenditure 2014-15
          • Legal services expenditure 2015-16
          • Legal services expenditure 2016-17
          • Letter of transmittal
          • Letter of transmittal
          • Letter of transmittal
          • Letter of transmittal
          • Merit Protection Commissioner's report, continued
          • Annual report of the Merit Protection Commissioner
          • Note 10: Provisions
          • Note 11: Cash flow reconciliation
          • Note 11: Cash flow reconciliation
          • Note 12: Contingent assets and liabilities
          • Note 12: Senior management personnel remuneration
          • Note 13: Financial instruments
          • Note 13: Senior executive remuneration
          • Note 14: Financial assets reconciliation
          • Note 14: Remuneration of auditors
          • Note 15: Administered - Expenses
          • Note 15: Financial instruments
          • Note 16: Appropriations
          • Note 16: Financial assets reconciliation
          • Annual Report 2015-16
            • Part 3: Management and accountability
              • Asset management
              • Corporate governance framework
              • Purchasing
              • Environmental management
              • External scrutiny
              • Financial performance
              • Information and communications technology
              • Outlook for 2016-17
              • People management
            • Appendixes
              • Appendix A: Entity resource and outcome resource statements
              • Appendix B: Staffing profile
              • Appendix C: Work health and safety
              • Appendix D: Ecologically sustainable development and environmental performance
              • Appendix F: Disability reporting mechanisms
              • Appendix E: Advertising
              • Appendix G: Information Publication Scheme
              • Appendix H: List of requirements
            • Annual report of the Merit Protection Commissioner
              • Appendix: Review of performance by function
              • Reporting by function
              • Review employment-related decisions
              • Focus for the coming year
              • Governance, management and accountability
              • Overview of 2015-16
              • Provide fee-related services
            • Financial statements
              • Administered cash flow statement
              • Administered reconciliation schedule
              • Administered schedule of comprehensive income
              • Cash flow statement
              • Independent Auditor's report
              • Note 1. Departmental financial performance
              • Note 2. Expenses administered on behalf of Government
              • Note 3. Departmental financial position
              • Note 4. Funding
              • Note 5. People and relationships
              • Note 6. Managing uncertainties
              • Note 7. Other information
              • Overview: Notes to the financial statements
              • Notes to the financial statements
                • Note 1: Summary of significant accounting policies
                • Note 2: Events after the reporting period
                • Note 3: Net cash appropriation arrangements
                • Note 4: Expenses
                • Note 5: Own-source income
                • Note 6: Fair value measurement
                • Note 7: Financial assets
                • Note 8: Non-Financial Assets
                • Note 9: Payables
              • Statement by the Australian Public Service Commissioner and Chief Financial Officer
              • Statement of Comprehensive Income -for the period ended 30 June 2016
              • Statement of changes in equity
              • Statement of financial position
            • Part 1: Overview
              • Commission overview
              • Commissioner's review
            • Part 2: Annual performance statements
              • Corporate goal 1: Streamline process, reduce red tape and drive productivity and performance
              • Corporate goal 2: Build capability
              • Corporate goal 3: Promote integrity and accountability
              • Portfolio Budget Statements key performance indicators 2015-16
              • Reporting approach
              • Statement of preparation
            • Abbreviations and acronyms
          • Note 17: Administered - Expenses
          • Note 17: Reporting of outcomes
          • Note 18: Administered - Contingent assets and liabilities
          • Note 18: Budgetary reports and explanations of major variances
          • Note 19: Administered - Financial instruments
          • Note 20: Appropriations
          • Note 21: Compliance with Statutory Conditions for Payments from the Consolidated Revenue Fund
          • Note 22: Special accounts
          • Note 23: Compensation and debt relief
          • Note 24: Reporting of outcomes
          • Note 25: Net cash appropriation arrangements
          • Part three: Management and accountability
          • 1 Leadership and culture
          • 2 Human Capital management
          • 3. Organisational effectiveness
          • 4. Conclusions
          • A: Agency resource and outcome resource statements
          • A: Agency resource and outcome resource statements
          • APS people and organisational performance
          • Abbreviations and acronyms
          • Abbreviations and acronyms
          • Abbreviations and acronyms
          • Accommodation
          • Achievements
          • Administered Cash Flow Statement for the period ended 30 June 2013
          • Administered Schedule of Comprehensive Income for the period ended 30 June 2013
          • Administered cash flow statement for the period ended 30 June 2015
          • Administered reconciliation schedule
          • Administered schedule of comprehensive income for the period ended 30 June 2015
          • Administered schedules and statements
          • Appendicies, continued
          • Appendix A: Agency resource and outcome resource statements
          • Appendix B: Changes to disability reporting in annual reports
          • Appendix C: Staffing profile and equal employment opportunity
          • Appendix C: Work health and safety
          • Appendix D: Information Publication Scheme
          • Appendix E: Advertising and market research
          • Appendix F: Ecologically sustainable development and environmental performance
          • Appendix G: Staffing profile and equal employment opportunity
          • Appendix: Review of performance by function
          • Appendixes
          • Asset management
          • Australian Government employment workplace relations
          • Australian Public Service Commission Legal services expenditure for Financial year 1 July 2010 - 30 June 2011
          • Australian Public Service Commission Legal services expenditure for Financial year 1 July 2011 - 30 June 2012
          • Australian Public Service Commission Legal services expenditure for Financial year 1 July 2012 - 30 June 2013
          • B: Disability reporting mechanisms
          • B: Disability reporting mechanisms
          • Balance Sheet as at 30 June 2013
          • Balance sheet
          • C: Work health and safety
          • C: Work health and safety
          • Capability, change and organisational reform
          • Cash Flow Statement for the period ended 30 June 2013
          • Cash flow statement
          • Cash flow statement for the period ended 30 June 2015
          • Commission overview
          • Commission overview
          • Contracts: January to December 2012
          • Contribution to outcomes 2013-14
          • Corporate governance
          • Corporate governance framework
          • D: Information Publication Scheme
          • D: Information Publication Scheme
          • E: Advertising and market research
          • E: Advertising and market research
          • Ethics and integrity
          • External scrutiny
          • F: Ecologically sustainable development and environmental performance
          • F: Ecologically sustainable development and environmental performance
          • Investing in APS development and capability
        • Accounting and finance
        • Administration
        • Affirmative measure for recruiting people with disability: A guide for agencies
        • Affirmative measure for recruiting people with disability: A guide for applicants
        • Agency head and statutory offices excluded from the requirements of the Merit and Transparency policy
        • Alternative dispute resolution
        • Appendices
        • Appendix A: Common workforce metrics
        • Appendix B: Developing SMART goals (in the context of strategic workforce reporting)
        • Attendance management
        • Attracting applicants
        • Australian Government response to the Senate Education and Employment References Committee report: Siege of attrition: the Government's APS Bargaining Policy
        • Australian Public Service Commission training programs
        • Balancing the future: The Australian Public Service gender equality strategy 2016-19
        • Capability Maturity Models
        • Capability review: Attorney-General's Department
        • Capability review: Department of Agriculture, Fisheries and Forestry
        • Capability review: Department of Families, Housing, Community Services and Indigeneous Affairs
        • Capability review: Department of Finance and Deregulation
        • Capability review: Department of Human Services
        • Capability review: Department of Immigration and Citizenship
        • Capability review: Department of Infrastructure and Transport
        • Capability review: Department of Regional Australia, Local Government, Arts and Sport
        • Capability review: The Treasury
        • Case A: Consequences of poor employee screening
        • Case B: Socially isolated employee leaks secret information
        • Case C: Loss of security clearance as loss of essential qualification
        • Case D: Conflict of interest
        • Case E: Internal corruption
        • Case F: Receiving a bribe and abuse of office
        • Case G: Building an integrity framework
        • Case H: Social media posts breach Code of Conduct
        • Case I: Insider trading
        • Case studies
        • Ch 1: Graduate supply and demand
        • Ch 2: APS 1-6 supply and demand
        • Ch 3: EL 1-2 supply and demand
        • Ch 4: SES workforce trends
        • Ch 5: Key findings and next steps
        • Checklist—Example employee exit checklist
        • Checklist—creating an ethical culture
        • Commonwealth Aboriginal and Torres Strait Islander Employment Strategy
        • Commonwealth Aboriginal and Torres Strait Islander Employment Strategy: Implementation guide
        • Communications and marketing
        • Compliance and regulation
        • Context and policy
        • Cultural capability
        • Cyber-bullying of APS employees by members of the public
        • D: Enhancing project management
        • Development program
        • Diagnostic tools
        • E: Opening up the APS
        • Employee networks
        • Engineering and technical
        • Establishing a mentor program
        • Ethical decision making
        • Evaluate and report
        • Executive Remuneration Management policy
        • Executive summary
        • F: Embracing adaptive government
        • Financial management - first 72 hours
        • Flowchart
        • Good Work
        • Governance and financial management
        • Handling misconduct: a human resource manager's guide
        • Health
        • High performance organisations
        • High performing organisations
        • Highlights from 2015
        • Horizon Scanning
        • How it's done
        • How it's done
        • Human Capital Matters 10
        • Human Capital Matters 2013/4: The Asian Century
        • Human Capital Matters 2013/5: Health and wellbeing
        • Human Capital Matters 2013/6: Shared services
        • Human Capital Matters 2013/7: Flexible work
        • Human Capital Matters 2013/8: Change management
        • Human Capital Matters 2013/9: Millennials
        • Human Capital Matters
        • Human Capital planning framework
        • Human resources
        • ILS - A guide to the Integrated Leadership System for APS 1-6 employees
        • ILS - A guide to the to the Integrated Leadership System
        • ILS resources: Profiles, comparatives and self assessment
        • Identifying hidden barriers
        • Implementing the Diagnostic Instrument
        • Indigenous champions
        • Information Technology
        • Information and communications technology
        • Information and knowledge management
        • Innovation in the public sector
        • Intelligence
        • Job family model
        • Job family, function and role - list
        • Learning and development
        • Legal and parliamentary
        • Legislative framework
        • Lessons from the past
        • Lexicon of Gender
        • Managing complaints
        • Managing redeployment in the APS: guidelines for agencies
        • Managing the size of the Australian Public Service
        • Measuring employee engagement in the Australian Public Service
        • Measuring productivity in the public sector
        • Mentoring
        • Merit and its merits: Are we confusing the baby with the bathwater?
        • Model review of actions procedures
        • Monitoring and audit
        • Movement of corporate functions and shared services
        • New department/APS agency
        • Non-APS Commonwealth agency to an APS agency
        • Not just about process: the review of actions scheme
        • Organisational culture and climate
        • Organisational leadership
        • Part 1: APS evaluation framework
        • Part 2: About the Department
        • Part 2: About the Department
        • Part 2: About the Department
        • Part 2: About the Department
        • Part 2: About the department
        • Part 2: About the department
        • Part 2: About the department
        • Part 2: About the department
        • Part 2: Guidance material
        • Part 3: Evaluation tool instructions
        • Part 3: Summary Assessment
        • Part 3: Summary assessment
        • Part 3: Summary assessment
        • Part 3: Summary assessment
        • Part 3: Summary assessment
        • Part 3: Summary assessment
        • Part 3: Summary assessment
        • Part 4: Detailed assessment of department capability
        • Part 4: Detailed assessment of department capability
        • Part 4: Detailed assessment of departmental capability
        • Part 4: Detailed assessment of departmental capability
        • Part 4: Detailed assessment of departmental capability
        • Part 4: More detailed assessment of departmental capability
        • Part 4: More detailed assessment of departmental capability
        • Part 4: More detailed assessment of departmental capability
        • Part 4: More detailed assessment of departmental capability
        • Part 4: More detailed assessment of departmental capability
        • Part 4: More detailed assessment of departmental capability
        • Part 4: Role evaluation tool
        • Part 5: The department's response
        • Part 5: The department's response
        • Part 5: The department's response
        • Part 5: The department's response
        • Part 5: The department's response
        • Part 5: Useful resources
        • Part 6: Abbreviations and acronyms
        • Part 6: Abbreviations and acronyms
        • Part 6: Abbreviations and acronyms
        • Part 6: Abbreviations and acronyms
        • Part 6: Abbreviations and acronyms
        • Part C: Practical tips for successful immersive development
        • Part I: Framework for handling misconduct
        • Part II: Steps and processes involved in reporting and managing suspected misconduct
        • Part III: Administrative Issues and Quality
        • Pay and conditions
        • People management
        • Performance Management
        • Planning and due diligence
        • Power of the network
        • Program evaluation in the public sector
        • Project and program
        • Promoting an attendance culture: A guide for APS agencies
        • Quick quiz
        • Records management
        • RecruitAbility scheme: A guide for agencies
        • RecruitAbility scheme: A guide for applicants
        • Recruitment : Guidelines
        • Recruitment : Unplugged
        • Recruitment pathways
        • Recruitment: Legislation
        • Reflect: APS Values and Code of Conduct: Decision-making model
        • Research
        • Resources List
        • Resources and references
        • Review eligibility
        • Science
        • Secondments and other immersive activities
        • Section 1: Working with the Government and the Parliament
        • Section 2: Relationship with the public
        • Section 3: Relationships in the workplace
        • Section 4: Managing information
        • Section 5: Conflict of Interest
        • Section 6: Employees as citizens
        • Section 7: Using Commonwealth resources
        • Section 8: Working overseas
        • Section 9: Reporting suspected misconduct
        • Senior Executive Service employees—incentive to retire
        • Senior Executive Service evaluation methodology - guidelines
        • Senior Executive Service: an HR practitioner's guide to engagement, promotion, mobility and separation
        • Service delivery
        • Sharpening the focus: Managing performance in the APS
        • Staff research insights series
        • Strategic policy
        • Suggested evaluation approach for immersive development activities
        • Taking a strategic approach
        • Talent management
        • Template—integrity statement for letters of offer of engagement
        • Temporary employment: Guidelines
        • Temporary employment: Legislation
        • Temporary employment: Unplugged
        • Terminating employment: Legislation
        • Terminating employment: Unplugged
        • Terminology
        • The APS Human Capital Environmental Scan
        • The business case for improving workplace health and wellbeing
        • The case for change
        • The review decision making process
        • The secondee
        • Tips for conducting an event-free event
        • Toolkit
        • Tools and resources
        • Trades and labour
        • Turning up the volume
        • Use and disclosure of employee information
        • Useful resources for mental health in the workplace
        • Useful tools
        • Using conditions of engagement to mitigate risks
        • Values-based work
        • What is a Machinery of Government (MOG) change?
        • What outcomes can I expect?
        • What outcomes can we expect?
        • Why it matters
        • Why workforce management - why now?
        • Work Level Standard - APS Level 1
        • Work Level Standard - APS Level 2
        • Work Level Standard - APS Level 3
        • Work Level Standard - APS Level 4
        • Work Level Standard - APS Level 5
        • Work Level Standard - APS Level 6
        • Work Level Standard - Executive Level 1
        • Work Level Standard - Executive Level 2
        • Work Level Standards - Differences document
        • Work level standards: Senior Executive Service
        • Workforce planning guide
        • Working Together: Strengthening our approach to health assessments in the APS: Guidance for employees
        • Working Together: Strengthening our approach to health assessments in the APS: Guidance for managers
        • Working together: promoting mental health and wellbeing at work
        • Workplace communication
        • File listings
          • File listing: July to December 2012
          • Indexed list of all Commission files created between 1 January 2010 and 30 June 2010
          • File listing: January 2013 to June 2013
          • Indexed list of all Commission files created between 1 July 2010 and 31 December 2010
          • File listing: July to December 2013
          • Indexed list of all Commission files created between 1 January 2011 and 30 June 2011
          • File listing: January to June 2014
          • Indexed list of all Commission files created between 1 July 2011 and 31 December 2011
          • File listing: July to December 2014
          • Indexed list of all Commission files created between 1 January 2012 and 30 June 2012
          • File listing: January to June 2015
          • File listing: July to December 2015
          • File listing: January to June 2016
          • File listing: July to December 2016
          • File listing: January to June 2017
          • File listing: January to June 2018
        • A guide to learning on the job in the APS, and making the most of experience-driven development
        • Return to work conversations following absence
        • A guide to managing unscheduled absence
        • A-Z LInks
        • Flexible working
        • Aboriginal and Torres Strait Islander cultural capability: A framework for Commonwealth agencies
        • Employee health and wellbeing
        • Affirmative measure for recruiting Aboriginal and Torres Strait Islander Australians: A guide for agencies
        • Ways to improve attendance
        • Your responsibilities as a manager
        • When an employee lets you know they're not coming in today
        • When there is a pattern of absenteeism
        • Recurrent short term and unexplained absence
        • Absence management initiative: Department of Industry
        • Transparency and information sharing
        • APS classification guide
        • Broadbanding
        • Classification Framework
        • Classification management
        • Classification management in practice
        • Managing "Specialists"
        • Training classifications
        • Work Level Standards
        • APSC News April 2016: fostering a flexible, efficient, high performing APS
        • APSC News August 2015: fostering a flexible, efficient, high performing APS
        • APSC News August 2016: fostering a flexible, efficient, high performing APS
        • APSC News December/January 2015: fostering a flexible, efficient, high performing APS
        • APSC News February 2016: fostering a flexible, efficient, high performing APS
        • APSC News July 2015: fostering a flexible, efficient, high performing APS
        • APSC News June 2015: fostering a flexible, efficient, high performing APS
        • APSC News March 2016: fostering a flexible, efficient, high performing APS
        • APSC News November 2015: fostering a flexible, efficient, high performing APS
        • APSC News November 2016: fostering a flexible, efficient, high performing APS
        • APSC News October 2015: fostering a flexible, efficient, high performing APS
        • APSC News October 2016: fostering a flexible, efficient, high performing APS
        • APSC News September 2015: fostering a flexible, efficient, high performing APS
        • APSC News September 2016: fostering a flexible, efficient, high performing APS
        • APS News April 2017: fostering a flexible, efficient, high performing APS
        • APS News August 2017: fostering a flexible, efficient, high performing APS
        • APS News December 2016: fostering a flexible, efficient, high performing APS
        • APS News December 2017
        • Mentoring towards a successful career
        • DFAT's Women in Leadership Strategy: A driving force towards a more gender equal workplace
        • Join the Reconciliation film club
        • Reforms meet needs in education and training this year
        • Govpass - your digital identity for government services
        • Bringing ancestors home to rest
        • Helping young people prepare for work
        • Do you have Positive Vetting clearance?
        • Modernising government service delivery
        • Submarine building to commence at Defence
        • Calling all communicators - ComCAN is for you!
        • Unlocking potential: APS workforce management reform
        • Management essentials available online
        • Making good decisions and looking ahead
        • Diversity data matters
        • Bargaining - year in review
        • Absence data tells the story
        • Nominations open for the PM's ADF Veterans' Employment Awards
        • Defence bleeds to save lives
        • 5% Indigenous employment target in DHS achieved
        • APS News February 2017: fostering a flexible, efficient, high performing APS
        • APS News February 2018
        • A right to silence
        • Identifying harassment in the workplace
        • Looking for real and effective leadership development for Band 1 and Band 2 officers
        • Sharpening your writing skills
        • State of the Service Report series - sold out!
        • APS News July 2017: fostering a flexible, efficient, high performing APS
        • APS News June 2017: fostering a flexible, efficient, high performing APS
        • APS News March 2017: fostering a flexible, efficient, high performing APS
        • APS News May 2017: fostering a flexible, efficient, high performing APS
        • APS News November 2017
        • For the love of work
        • Agencies across the APS to be recognised in Diversity and Gender Equality Awards
        • Let your grad talent shine!
        • Spotlight on the EL2 role
        • Clear expectations, when is a text OK?
        • Long Service Leave - do you know how it works?
        • Updated case summaries from the Merit Protection Commissioner 
        • APS News October 2017: fostering a flexible, efficient, high performing APS
        • Recognising Diversity and Gender Equality
        • Championing Inclusion for Employees with Disability
        • Stats are back with APS Statistical Bulletin 2016-17
        • Are you an exceptional leader?
        • A break between jobs could be expensive for working mums
        • Give your stakeholder relationships a boost
        • It pays to learn what you can claim at tax time
        • APS News September 2017: fostering a flexible, efficient, high performing APS
        • Boyer report 1958 (extract)
        • APS redeployment policy
        • Redeployment policy
        • APS Values, Employment Principles and Code of Conduct resources
        • Capability review: Australian Taxation Office
        • Part 6: Abbreviations and acronyms
        • Part 2: About the agency
        • Part 4: More detailed assessment of agency capability
        • Part 3: Summary Assessment
        • Part 5: The agency's response
        • APS agency listing - agencies covered by the Public Service Act 1999
        • Building capability: A framework for managing learning and development in the APS
        • Capability review: Australian Bureau of Statistics
        • 2. About the agency
        • 6. Acronyms
        • 5. The department's response
        • 4. More detailed assessment of departmental capability
        • 3. Summary assessment
        • 6. Abbreviations and acronyms
        • 2. About the department
        • 5. The department's response
        • 4. More detailed assessment of departmental capability
        • 3. Summary assessment
        • Capability review: Australian Office of Financial Management
        • 6. Abbreviations and acronyms
        • 2. About the agency
        • 1. About the review
        • 5. The agency's response
        • 4. More detailed assessment of agency capability
        • 3. Summary assessment
        • Capability review: Department of Employment
        • Part 3: Summary Assessment
        • Part 4: More detailed assessment of departmental capability
        • Part 5: The department's response
        • Part 6: Abbreviations and acronyms
        • Capability review; Department of Veterans' Affairs
        • 6. Abbreviations and acronyms
        • 2. About the agency
        • 5. The department's response
        • 3. Summary assessment
        • Capability review: Department of Health
        • 6. Abbreviations and acronyms
        • 2. About the department
        • 5. The department's response
        • 4. More detailed assessment of agency capability
        • 3. Summary assessment
        • Capability review: IP Australia
        • 6 Abbreviations and acronyms
        • 2 About the agency
        • 5 The agency's response
        • 4 More detailed assessment of agency capability
        • 3 Summary assessment
        • Recommendations
        • Introduction
        • Classification in the APS
        • Combined Findings
        • Implementation
        • Appendix 2
        • Appendix 3
        • Appendix 4
        • Appendix 5
        • Appendix 6
        • Appendix 7
        • Appendix 8
        • Appendix 1
        • Executive summary
        • Guidance for representatives of the Australian Public Service Commissioner in Senior Executive Service selection processes
        • Australian Public Service Commissioner's Role in SES Selection Exercises - Frequently Asked Questions
        • Capability review: Australian Customs and Border Protection Service
        • 2. About the agency
        • 1. About the review
        • 5. The agency's response
        • 4. More detailed assessment of agency capability
        • 3. Summary assessment
        • 1. Cyber-bullying of APS employees by members of the public
        • Delegations under the Public Service Act 1999 and subordinate legislation
        • Capability review: Department of Communications
        • 6. Abbreviations and acronyms
        • 2. About the department
        • 5. The department's response
        • 4. More detailed assessment of departmental capability
        • 3. Summary assessment
        • Capability review: Department of Foreign Affairs and Trade
        • Part 2: About the department
        • Part 3: Summary Assessment
        • Part 4: More detailed assessment of departmental capability
        • Part 5: The department's response
        • Part 6: Abbreviations and acronyms
        • Part 3: Summary assessment
        • Part 5: The department's response
        • Part 6: Appendix A
        • Part 2: About the department
        • Part 3: Summary assessment
        • Part 5: The department's response
        • Part 6: Abbreviations and acronyms
        • Strengthening the performance framework: Diagnostic Implementation tool
        • Annex 1: Performance Management Diagnostic Questions
        • Annex 2: Diagnostic findings template
        • Elements of the High Performance Framework
        • Implementing the High Performance Framework
        • Research findings
        • Research outcomes
        • Capability review: Department of Industry, Innovation, Climate Change, Science, Research and Tertiary Education
        • Part 2: About the department
        • Part 3: Summary Assessment
        • Part 6: Abbreviations and acronyms
        • Part 5: The department's response
        • Part 2: About the department
        • Part 5: The department's response
        • Part 6: Abbreviations and acronyms
        • Capability review: Department of Resources, Energy and Tourism
        • Part 5: Abbreviations and acronyms
        • Notification of employment decisions in the Gazette—a discussion paper
        • Transcript
        • Australian Bureau of Statistics
        • Department of Communications and the Arts
        • Department of Employment
        • Department of Foreign Affarirs and Trade
        • Geoscience Australia
        • KPMG
        • Mercy
        • National Australia Bank
        • Department of Prime Minister and Cabinet
        • The Treasury
        • Lean in
        • Your role as a manager
        • Your role as an employee
        • Your role as a senior leader
        • 5 Measurement and evaluation
        • 6. Appendixes
        • 1. Leadership development initiative
        • 3. Leadership pathway
        • 2. The ILS explained
        • 5. Where to from here
        • Appendix 10 - Sanction decision-making checklist
        • Appendix 1 - Statutory officer holders and the Australian Public Service Code of Conduct
        • Appendix 2 - Example of agency procedures under section 15(3) of the Public Service Act 1999
        • Appendix 3 - Interaction between the Australian Public Service Code of Conduct and the Public Interest Disclosure Act
        • Appendix 4 - The Australian Public Service Code of Conduct and the Public Governance, Performance and Accountability Act
        • Appendix 5 - Elements of the APS Code of Conduct
        • Appendix 6 - Australian Public Service Code of Conduct: Tips and traps in selecting external investigators
        • Appendix 7 - Initial consideration of suspected misconduct checklist
        • Appendix 8 - Employee suspension checklist
        • Appendix 9 - Making a decision about a breach of the Australian Public Service Code of Conduct checklist
        • Attachment A to Appendix 6
        • Australian Public Service Human Resources Summit 2012: full report
        • Change Management
        • HR Metrics
        • Mentoring and Coaching
        • On-the-job learning
        • Social Media - Human Capital Matters - Issue 1, 2014
        • Attracting staff
        • Job analysis and design
        • Organisational culture
        • Performance Management
        • Span of control
        • Human Capital Matters 10: 2016 in review
        • APS Human Capital Matters: Mobility
        • Human Capital Matters 9: Nudging
        • Integrity
        • Unconscious bias
        • In whose interests?: Preventing and managing conflicts of interest in the APS
        • Learning from Failure: why large government policy initiatives have gone so badly wrong in the past and how the chances of success in the future can be improved
        • Acronyms
        • Appendix
        • The future: Avoiding repetition of failure
        • C: Creating a positive risk culture
        • Executive summary: 28 proposals for improvement
        • Learning from failure: why large government policy initiatives have gone so badly wrong in the past and how the chances of success in the future can be improved
        • Reflections on failure
        • B: Supporting decision making
        • Terms of reference
        • The future: Learning from mistakes
        • menu
        • Checklist - setting up a new APS agency
        • Checklist - Setting up a new entity
        • Making public comment on social media: A guide for employees
        • 15 Building resilience
        • A APS employment framework
        • 1. Getting the facts right
        • B Glossary
        • Introduction
        • 10 Managing change
        • 2. Understanding my role as a manager
        • 13 Recognising when help is needed
        • 11 Role clarity for good mental health
        • 3. Talking about mental health
        • Capability review: Department of Prime Minister and Cabinet
        • Part 2: About the department
        • Part 3: Summary assessment
        • Part 5: The department's response
        • Part 6: Abbreviations and acronyms
        • Privacy and Transparency: Disclosing outcomes of misconduct complaints—a discussion paper
        • Disclosing outcomes of misconduct complaints
        • Introduction
        • Questions on which views are sought
        • Attachment A: RecruitAbility
        • Attachment B
        • Reflect: APS Values and Code of Conduct: Decision-making model
        • Additional notes and definitions
        • APS employee demographics
        • Consolidated summary data
        • Gender remuneration data and analysis - Details by SES classification
        • Remuneration data and analysis - Overall findings
        • Primary employment instrument data and analysis - Details by SES classifications
        • Remuneration outcomes by various parameters
        • Remuneration policy findings
        • Remuneration data and analysis - Details by SES classification
        • Survey methodology
        • Survey participants and survey size
        • Time series analysis
        • 2011 Remuneration report
        • 2011 Remuneration report summary
        • Appendixes
        • Definitions
        • Methodology
        • Background
        • Detailed findings
        • Additional information
        • Features of key remuneration components
        • Payments in addition to key remuneration components
        • Executive summary
        • Historical data
        • Key remuneration components
        • Base Salary
        • Total Remuneration Package
        • Total Reward
        • Remuneration findings by classification
        • 5. Additional information
        • Appendixes
        • 1. Background
        • 3. Features of key remuneration components
        • 7. Remuneration findings by classification
        • 6. Historical data
        • 2. Key remuneration concepts
        • 4. Payments in addition to key remuneration components
        • 5. Additional information
        • Appendixes
        • Background
        • 1. Executive summary
        • 3. Features of key remuneration concepts
        • 6. Historical data
        • 2. Key remuneration concepts
        • 4. Payments in addition to key remuneration components
        • 7. Remuneration findings by classification
        • 5 Additional information
        • A3 APS agencies
        • 1 Background
        • A2 Definitions
        • 3. Features of key remuneration components
        • 7. Remuneration findings by classification
        • 6 Historical data
        • 2. Key remuneration concepts
        • A1 Methodology
        • 4. Payments in addition to key remuneration components
        • 5. Additional information
        • Table 5.1: Employees by employment instrument and classification
        • Table 5.2: Base Salary by primary employment instrument and classification
        • Table 5.3: Median Base Salary comparison by sex
        • Table 5.4: Base Salary by classification and sex
        • Table 5.5: Total Remuneration Package by classification and sex
        • Table 5.6: Total Reward by classification and sex
        • Table 5.7: Base Salary by employment category and classification
        • Appendix 1: Methodology
        • Appendix 2: Definitions
        • Appendix 3: Agencies and entities included in this report
        • Background
        • 2. Key remuneration concepts
        • Table 2.1: Base Salary by classification
        • Table 2.2: Total Remuneration Package by classification
        • Table 2.3: Total Reward by classification
        • 1. Executive summary
        • Table 1.1: Summary of median key remuneration components
        • 3. Features of key remuneration concepts
        • Table 3.1: Composition of median Total Reward by classification
        • Table 3.2: Motor vehicle allowance by classification
        • Table 3.3: Performance bonus by classification
        • Table 3.4: Employees by classification and superannuation fund
        • Table 3.5: Employees by superannuation fund and age group
        • Table 3.6: Employer superannuation contribution as a proportion of Base Salary by classification
        • Table 3.7: Employer superannuation contribution by classification
        • 6. Historical data
        • Table 6.1: Median Base Salary by classification, 2007 to 2016
        • Table 6.2: Percentage change in median Base Salary by classification group, 2007 to 2016
        • Table 6.3: Percentage change in median TR by classification group, 2007 to 2016
        • 4. Payments in addition to key remuneration concepts
        • Table 4.1: Acting classification salary by acting classification
        • Table 4.2: Geographic/locality allowance by classification
        • Table 4.3: Disability allowance by classification
        • Table 4.4: Additional duties/responsibilities allowance by classification
        • 7. Remuneration findings by classification
        • Table 7.1: Remuneration findings for Graduate
        • Table 7.10: Remuneration findings for SES 1
        • Table 7.11: Remuneration findings for SES 2
        • Table 7.12: Remuneration findings for SES 3
        • Table 7.2: Remuneration findings for APS 1
        • Table 7.3: Remuneration findings for APS 2
        • Table 7.4: Remuneration findings for APS 3
        • Table 7.5: Remuneration findings for APS 4
        • Table 7.6: Remuneration findings for APS 5
        • Table 7.7: Remuneration findings for APS 6
        • Table 7.8: Remuneration findings for EL 1
        • Table 7.9: Remuneration findings for EL 2
        • Integrated Leadership System (ILS) APS 1-6 comparative
        • Integrated Leadership System (ILS) APS 1 profile
        • Integrated Leadership System (ILS) APS 2 profile
        • Integrated Leadership System (ILS) APS 3 profile
        • Integrated Leadership System (ILS) APS 4 profile
        • Integrated Leadership System (ILS) APS 5 profile
        • Integrated Leadership System (ILS) APS 6 profile
        • Integrated Leadership System (ILS) EL1 profile
        • Integrated Leadership System (ILS) EL2 profile
        • Integrated Leadership System (ILS) EL-SES comparative
        • Integrated Leadership System (ILS) SES B1 profile
        • Integrated Leadership System (ILS) SES B2 profile
        • Integrated Leadership System (ILS) SES B3 profile
        • Review of the Senior Executive Service
        • 1. Executive summary
        • 10. Appendixes
        • 2. Summary of recommendations
        • 3. Introduction
        • 4. The SES
        • 5. Growth of the SES
        • 7. Agency classification management practices
        • 8. Assessment of roles against SES work level standards
        • 9. Conclusions
        • Evaluation factor - Accountability
        • Evaluation factor - Contacts and relationships
        • Evaluation factor - Decision making
        • Evaluation factor - Guidance
        • Evaluation factor - Knowledge application
        • Evaluation factor - Management responsibility / Resource accountability
        • Evaluation factor - Negotiation and cooperation
        • Evaluation factor - Problem solving
        • Evaluation factor - Scope and complexity
        • Part B: Guidance
        • Part A: Principles
        • Enhancing the re-entry experience for individuals and organisations following secondments: A review of the research literature
        • Conclusions
        • The home organisation
        • The host organisation
        • Recommendations
        • Strengthening the performance framework: towards a high performance APS
        • Annex 1: Dynamic four-tier framework model of high performance
        • Annex.10: Diagnostic
        • Annex 2: Project methodology
        • Annex 3: Principle 1: Clarity in what high performance represents and clear role purpose
        • Annex 4: Principle 2: Alignment between organisational strategy and individual goals and integration across HR activities
        • Annex 5: Principle 3: Mutuality of employee and management ownership of performance and awareness of what drives employee motivation towards high performance
        • Annex 6: Principle 4: Adaptability of performance in a changing environment and progress towards organisational and governmental outcomes
        • Annex 7: Evidence and data: communicate performance trends and targets to inform decision making
        • Annex 8: Pragmatism - what's possible and probable
        • Annex 9: Capabilities: competencies of individual employees, competences and dynamic capabilities of organisations
        • Elements of the Performance framework
        • A new approach to performance management
        • Performance management as a tool for high performances
        • References
        • Strengthening a values based culture: A plan for integrating the APS Values into the way we work
        • Talent Management Guide
        • Talent Attraction and Identification
        • Talent Development
        • Talent Engagement
        • Talent Deployment
        • Talent Governance
        • Talent Management Practices
        • Talent Management Principles
        • Talent Management Toolkit
        • APS nine-box grid
        • APS Framework for High Potential
        • Formal assessment tools and methods
        • Career profile template
        • Guide to Career Conversations
        • Manager Guide to Identifying High Potential
        • Succession plan template
        • Talent Council terms of reference
        • Thinking about leadership - a brief history of leadership thought
        • Adaptive leadership
        • Authentic leadership
        • Complexity leadership
        • Contemporary thinking on leadership
        • Contingency theory
        • Introduction
        • Neuroleadership
        • Reference list
        • Situational leadership
        • Theories of leadership - 1840 to 1980
        • Trait-based leadership
        • Transactional leadership and transformational leadership
        • Turned Up and Tuned In: A guide for APS managers
        • Background
        • Frequently asked questions and Busting myths
        • 3: Missing someone?
        • 2: Prevention is better than cure
        • 1: Uncovering the causes of employee absence
        • 4: When all else fails
        • Your responsibilities
        • Attracting and recruiting
        • Increasing flexibility
        • Introduction
        • Optimising talent and driving high performance
        • Redesigning HR
        • menu
        • Making public comment and participating online
        • Strategic workforce analysis and reporting guide
        • Appendix C: Acknowledgement of the contribution of agencies and departments
        • 2 The basis for undertaking strategic workforce analysis and reporting
        • 1 Strategic workforce analysis and reporting explained
        • 4 Identifying and understanding workforce risks
        • 3 Undertaking effective strategic workforce analysis and reporting
        • How do health assessments work in practice
        • Useful tools
        • What is a health assessment?
        • What is a health assessment?
        • Work level standards: APS Level and Executive Level classifications
        • Work level standards SES Band 1
        • Work level standards SES Band 2
        • Work level standards SES Band 3
      • Order online
        • Order publications online
      • Print-on-demand
        • Print-on-demand: Parliamentary reports
        • Print-on-demand: APS Values, Employment Principles and Code of Conduct
        • Print-on-demand: General documents
        • Print-on-demand: Office of the Merit Protection Commissioner
      • Circulars and Advices
        • Circulars and Advices - Archived
          • Circular 2008/3: Providing information on Code of Conduct investigation outcomes to complainants
          • Circular 2009/5: Service for redundancy pay purposes - Employees with prior service with the ACT Public Service
          • WR 2009/7: Long Service Leave
          • Circular 2012/2: Public holidays
          • Circular 2013/01: Changes to the Fair Work Act 2009 in relation to Parental leave
          • Circular 2013/10: Guidance for agencies on managing cyber-bullying of APS employees by members of the public
          • Circular 2013/09: Transitional arrangements for APS employees affected by Machinery of Government Changes
          • Commission Advice 2013/14: Use and disclosure of employee information
          • Circular 2014/3 - Amendments to the Australian Public Service Commissioners Directions 2013
          • Circular 2014/4 - Amendments to the Public Service Classification Rules 2000
          • Circular 2015/2: Introduction of the Australian Public Service Enterprise Award 2015
          • Circular 2015/3: Amendments to the Australian Public Service Commissioner's Directions 2013 (2015 Measures No.1)
          • Circular 2015/4: Merger of ComSuper into the Commonwealth Superannuation Corporation—re-entry to the Australian Public Service
          • Circular 2015/5: Implementation of Machinery of Government changes
          • Circular 2015/6: Update to the Australian Public Service Enterprise Award 2015
          • Circular 2015/7: Amendments to the Australian Public Service Commissioner's Directions 2013 (2015 Measures No. 2)
          • Circular 2016/1: Commencement of the Australian Public Service Commissioner's Directions 2016
          • Circular 2016/2: Use and disclosure of employee information
          • Circular 2016/1W: Agreement making and bargaining during a caretaker period
          • Circular 2016/5W: Leave arrangements during a natural disaster or emergency
          • Circular 2016/2W: Seeking legal advice on workplace relations legislation
          • Circular 2016/3W: Support for emergency service volunteers and Australian Defence Force Reservists
          • Circular 2016/6W: Rights and obligations during bargaining and participation in protected industrial action
          • Circular 2016/4W: Making of the Australian Government Industry Award 2016
          • Circular 2016/7W: Issuing a Notice of Employee Representational Rights in accordance with the Fair Work Act 2009 - implications of the Uniline decision
          • Circular 2017/1: New Notice of Employee Representational Rights
          • Circular 2017/2: Casual conversion model clause in Awards
          • Circular 2017/3: Fair Work Amendment (Corrupting Benefits) Act 2017
          • Circular 2018/1 - Labour Hire Legislation
  • Publications
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Part 2: Annual performance statements

Part 2 of our annual report includes the following:
  • Statement of preparation
  • Reporting approach
  • Corporate goal 1: Streamline process, reduce red tape and drive productivity and performance
  • Corporate goal 2: Build capability
  • Corporate goal 3: Promote integrity and accountability
  • Portfolio Budget Statements key performance indicators 2015–16

Australian Public Service Commissioner annual report 2015-16

Connect with APSC

The Australian Public Service Commission (APSC) is a central agency within the Prime Minister and Cabinet portfolio. The Commission supports two statutory office holders: the Australian Public Service Commissioner - who is also agency head - and the Merit Protection Commissioner. Their functions are set out in sections 41(1) and 50(1), respectively, of the Public Service Act 1999.

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