Performance measure 2

Right settings are in place to support an effective APS workforce

Targets and measurement

This performance measure is a composite measure comprised of three sub-measures. The following weightings are applied to determine the overall result: 2.1.1 – 70%; 2.1.2 – 15%; 2.1.3 – 15%.

Rationale

This measure looks at the settings the Commission has in place to support the APS to attract, build and retain a skilled and robust APS workforce that reflects the diversity of the Australian community and enables effective delivery of government policies and services for the future.

Type of measure

Effectiveness

Methodology

2.1.1 – Review of all proposed Commonwealth agency collective agreements against the Government’s Policy and other authoritative guidance material.

The assessment scale for this target is:

• Achieved – 100% of Commonwealth agency workplace arrangements are assessed as compliant with the Public Sector Workplace Relations Policy and approved by the Commissioner.
• Substantially achieved – 85% to 99% of Commonwealth agency workplace arrangements are assessed as compliant with the Public Sector Workplace Relations Policy and approved by the Commissioner.
• Partially achieved – 70% to 85% of Commonwealth agency workplace arrangements are assessed as compliant with the Public Sector Workplace Relations Policy and approved by the Commissioner.
• Not achieved – <70% of Commonwealth agency workplace arrangements are assessed as compliant with the Public Sector Workplace Relations Policy and approved by the Commissioner.

2.1.2 – APS agencies will provide their Strategic Commissioning Framework reporting workbooks to the Capability and Workforce Committee Taskforce in the Workforce Strategies Branch of the Commission during the reporting period (August – September 2025). Agency data is received, recorded, counted and reconciled against the list of in-scope APS agencies. Corporate plan and annual report content will be collated from agencies’ publicly available documents. The result is calculated based on how many agencies meet the required reporting milestones under the Strategic Commissioning Framework.

The assessment scale for this target is:

• Achieved – ≥ 90% of APS agencies meet the required reporting milestones under the Strategic Commissioning Framework.
• Substantially achieved – 75% to 89% of APS agencies meet the required reporting milestones under the Strategic Commissioning Framework.
• Partially achieved – 50% to 74% of APS agencies meet the required reporting milestones under the Strategic Commissioning Framework.
• Not achieved – <50% of APS agencies meet the required reporting milestones under the Strategic Commissioning Framework.

2.1.3 – The Strategy and Transformation Branch requests the following data from the Commission’s People Insights team to substantiate 10 performance metrics under outcome 6 of the APS Reform agenda. These metrics look to measure decreases in the gender pay gap, decreases in employees reporting workplace discrimination and APS workforce diversity.

The data for FY 2025–26 is compared to the 2023 baseline data published in the APS Reform Annual Progress Report 2024 against each performance metric under Outcome 6.

The assessment scale for this target is:

• Achieved – ≥ 80% of performance metrics under APS Reform outcome 6 APS Reform outcome 6 meet the objective.
• Substantially achieved – 70% to 79% of performance metrics under APS Reform outcome 6 meet the objective specific to each metrics.
• Partially achieved – 50% to 69% of performance metrics under APS Reform outcome 6 meet the objective specific to each metrics.
• Not achieved – <50% of performance metrics under APS Reform outcome 6 meet the objective specific to each metrics.

Data sources

2.1.1 – The workplace arrangements provided by agencies, assessment comments provided by subject matter experts and internal approval briefs for Commission executives.

2.1.2 – Strategic Commissioning Framework reporting workbooks are completed and self-reported by agencies. The Commission provides guidance to agencies on what must be reported but does not require all agencies to use the same methodology. This acknowledges the differences that exist between agencies in terms of their focus, operating context, data systems and workforce. Agencies are advised to internally document the methodology and assumptions underpinning their 2025–26 targets to assist agencies to accurately assess progress against targets at end of financial year (agencies’ internal documentation of their methodology is not reported to the APSC). Agency corporate plan and annual report content will be collated from agencies’ publicly available documents.

2.1.3 – APS gender pay gap data from the APS Remuneration Survey, workplace discrimination data from the APS Employee Census and APS workforce diversity data from APSED.

Caveats and disclosures

2.1.1 – It is proposed that the wording of this measure be amended for the next reporting period (2026–27) to capture the arrangements that are approved by the Commissioner. This will support more accurate reporting against the measure.

2.1.2 – The initial implementation period for the Strategic Commissioning Framework runs from 2024–25 to 2026–27. Targets for this performance measure have been set for 2025–26 and 2026–27.

Owner

2.1.1 – Workplace Relations Branch .

2.1.2 – Workforce Strategies Branch.

2.1.3 – Strategy and Transformation Branch.

Changes from previous year

2.1.2 – Changes have been made to the methodology for sub-measure 2.1.2 as agency reporting requirements under the Strategic Commissioning Framework have expanded. It has expanded to include agency reporting for the Strategic Commissioning Framework in annual reports.

Maintain First Nations representation at SES levels across the APS.

Targets and measurement

Rationale

This performance measure directly contributes to the Closing the Gap Priority Reform Three to transform government institutions and organisations. First Nations employment across all levels of the APS has not improved in two decades, with representation stagnating at 3.5% of the APS workforce. As of 31 December 2024, First Nations SES leadership representation was at 2.86% with 100 First Nations SES within the total APS SES cohort of 3496.

First Nations leadership representation strengthens the integrity, legitimacy and capability of the public service by ensuring it reflects and serves the full diversity of the Australian community. In 2025–26, we will continue to support First Nations leadership representation through targeted programs such as the SES100 and First Nations talent and development programs Bulabul and Yawarra.

This performance measure demonstrates the Commission’s efforts to continue transforming the APS to be more inclusive, responsive and future-fit, in line with the Commissioner's vision for a high-performing and trusted public service.

Type of measure

Output.

Methodology

The Commission’s First Nations Unit receives First Nations workforce APSED data after the Commission’s People Insight branch reviews and undertakes data quality assurance processes. To determine the increase in First Nations APS SES representation the number of First Nations SES are compared to the total SES cohort. Data takes into account ongoing and non-ongoing positions but does not include acting arrangements.

The assessment scale for this target is:

• Achieved – First Nations representation at SES levels across the APS is maintained or exceeds current level (2.86%).
• Not achieved – First Nations representation at SES levels across the APS is not maintained at current level (2.86%).

Data sources

APSED First Nations workforce data.

Caveats and disclosures

APSED data relies on information held by agency HR systems. APS employees may choose to identify as a First Nations person within their agency and may do so at any time, therefore APSED data may not provide a true indication of First Nations representation. It is however the most reliable and consistent data source for understanding First Nations representation in the service.

Data for the period 1 July to 31 December is available in March and data for 1 January to 30 June is available in September. Year on year comparisons and end-of-year reporting will rely on data available for the period ending 31 December of each year. As of 31 December 2024, there were 100 First Nations SES making up 2.86% of the total APS SES cohort (3496).

Owner

Diversity and Inclusion Branch.

Changes from previous year

This performance measure is similar to the 2024–25 Corporate Plan performance measure 2.2 and corresponding 2025–26 PBS performance measure. The performance measure retains the sub-measure 2.2.2 (now 2.2.1) with an amended target . The 2024–25 Corporate Plan planned performance results 2.2.1 and 2.2.3 have been removed following an assessment of their appropriateness.