Agencies have embraced the Unlocking Potential report and have already started implementing its actions. If your agency is doing something great, we’d love to hear about it and share it with other agencies across the APS. Please contact us by email to employmentreform [at] apsc.gov.au.
The APSC will be supporting the implementation of Unlocking Potential in agencies progressively over the next two years. Here is our delivery plan:
Feature project: APSjobs
‘I want the best and brightest to aspire to work for some or all of their careers in the Australian Public Service. To do this we need to think carefully about the employment brand we project. This includes thinking about what distinguishes the APS from other organisations.’
The Hon. John Lloyd PSM, Australian Public Service Commissioner, August 2015
The APSC is replacing the APSjobs website so that it more effectively promotes the enormous and exciting range of work that the APS has to offer. The project has two parts:
- overhauling the technology that supports the site so that it is more user friendly and better suited
- re-doing the APS brand and employment value proposition so that the APS can better attract the best and brightest.
APS Talent Management Guide & Toolkit
—supports agencies in the implementation of internal talent management programs that are linked to broader workforce planning
Guiding principles for optimising employee performance
—informs the design of APS agencies’ performance frameworks.
Ripple smartphone application for employee performance
Essentials guide on termination of employment
—sets out the minimum requirements related to termination of employment under the Public Service Act 1999
Essentials guide on non-ongoing employment
—sets out the minimum requirements related to the non-ongoing employment arrangements under the Public Service Act 1999
Amend the Australian Public Service Commissioner’s Directions to provide greater flexibility to agency heads, including in recruitment processes
By end 2016
Commence an evaluation of the Ripple pilot
Refresh the APS induction framework
Release Essentials guides on:
- Recruitment and selection
- Conditions of engagement
- Handling misconduct
Replace the APSjobs website
Release a new APS brand and employment value proposition
Commence an examination of the legislative provisions on merit and non-ongoing employment
Roll out Ripple across the APS
Did you know? Myths about Merit
Complex selection criteria are mandatory
MYTH. Applicants need only be asked to provide enough information to allow an initial assessment of their capacity to do the job. This may be as simple as a one page ‘expression of interest’ or their resume.
Interviews are essential
MYTH. Applicants need to be assessed against one another and against the requirements of the job. An interview is one way of doing this, but it’s not the only way.
Candidates must be asked identical questions at interview
MYTH. During an interview the panel can ask a variety of questions in order to capture the information they need to determine a person’s capacity to do the job.
By end 2018
Establish an APS capability interchange
Professionalise and raise the profile of the HR function in the APS
Review the APS classification system
Commence an examination of legislative provisions for termination of employment
Review the system of management appeals
Review the model for APS L&D
Evaluate the Talent Councils