CRACKING thecode

the code
Shape Australia. Create your future.

Cracking the Code. Shape Australia. Create your future. page i

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Cracking the Code. Shape Australia. Create your future. page ii

 Contents

Welcome to Cracking the Code 1

Glossary 2

1 The big picture 4

2 About jobs in the APS 6

3 Applying for an APS job 9

4 Entry level jobs 13

5 Aboriginal and Torres Strait Islander people 15

6 People with disability 16

7 The interview and other assessment 18

8 Top tips and frequently asked questions 21

Cracking the Code. Shape Australia. Create your future. page iii
Welcome to CRACKING the code
How to apply for jobs in the Australian Public Service

Get the facts

The Australian Public Service (APS) is not just a job. It’s a great career choice for a wide
range of people, including graduates, people returning to the workforce or those looking for
a career change.

The APS has a strong connection with all Australians. Being in the APS means you will
be actively shaping this country and, as such, we must be reflective of the community
we serve; we must work across borders and through barriers; we must always think of
the future, and we must impartially serve the government of the day and, through it,
all Australians.

Most Australians are eligible to work in the APS, which employs over 150,000 people across
Australia and overseas—and it’s not as hard to get an APS job as you may think.

This guide will help you understand:

●● who we are
●● what we do
●● where to look for jobs
●● who to talk to
●● how to apply.

So, if you are interested in:

●● developing professional and personal skills
●● a diverse career through a range of jobs
●● good working conditions in a job that gives you personal satisfaction
●● an opportunity to shape Australia and actively contribute to the Australian community

read on to find out more about applying for jobs in the APS.

Cracking the Code. Shape Australia. Create your future. page 1

Glossary
Agency: APS organisations may be referred to as agencies, and some are departments.
This guide uses the term ‘agency’.

APSjobs: ongoing vacancies and longer-term non-ongoing vacancies are advertised on the
www.APSjobs.gov.au website.

APS Values and Code of Conduct: the APS Values and Code of Conduct are set out in
legislation. Read about them at info sheet 1.

Classification: refers to the level of the job, based on its work value. See info sheet 2.

Contact officer: often a manager or supervisor, they can tell you more about the job, the
roles and responsibilities, the agency and so on. They are there for the specific purpose of
answering your questions. Don’t hesitate to contact them and ask them to explain anything
about the job or recruitment process that is unclear. If you are a person with disability and
need adjustments made to the recruitment process, this is a good person to contact.

Cover sheet (may be part of the online application form): a form asking for your contact
details, recent work history, details of your referee/s and citizenship status. You may be
invited to provide other information, such as whether you identify as an Aboriginal or Torres
Strait Islander, a person with disability, or are from a non-English speaking background.

Disability measures: some jobs may be advertised under the RecruitAbility scheme or as an
Affirmative measure—Disability employment. See info sheet 6.

Indigenous measures: jobs may be advertised as identified positions or under the

Affirmative measure—Indigenous employment. See info sheet 5.

Information or application pack: this provides information about the job, the agency, the
job description and how to apply.

Job description: describes the work you would do in the role, including the key tasks and
responsibilities of the job.

Mandatory qualifications: some jobs require specific qualifications that you must have to be
considered for the job—for example, a driver’s license or professional qualification.

Merit: means you will be assessed on your skills, abilities and experience and how well they
meet the requirements of the job, compared to other applicants. See info sheet 1.

Non-ongoing: means temporary employment for a specified time period or to complete

a specific task. Non-ongoing employment may also be for irregular or intermittent duties
(often referred to as casual employment).

Ongoing: permanent employment, subject to termination in certain circumstances.

Security clearance: some APS jobs require a security clearance. You do not need to hold a
current security clearance to apply for these jobs—though you must be willing and able to
obtain a clearance at the specified level.

Selection criteria: detail the skills and qualities required by the person to perform the job—the
criteria that will be used to make selection decisions. Not all agencies use detailed criteria—
you might be asked to answer some questions or provide a short ‘pitch’ telling the agency how
your skills, abilities and experience make you the best person for the job. See info sheet 3.

Vacancy: a job which an agency is looking to fill, either on an ongoing or non-ongoing basis,
including casual employment.

Cracking the Code. Shape Australia. Create your future. page 2

Find out more
Get the big picture about what we do and why you should work
in the know
with us at info sheet 1. Understanding our recruitment
processes and knowing how to
If you need help finding an APS job or want more information apply can increase your chances of
about APS jobs, see info sheet 2. getting a job in the APS.
Find out how to apply for APS jobs and write applications at
info sheet 3.

If you are beginning your career, or thinking about a new one, see info sheet 4 for
information on entry level recruitment.

Information about employment pathways for Aboriginal and Torres Strait Islander people
and for people with disability, is covered at info sheets 5 and 6.

Got a call for an interview or other form of assessment? Check out info sheet 7 to see what
might happen on the day.

While most information sheets include tips and hints, more top tips and frequently asked
questions are at info sheet 8.

myth vs reality
Public service careers are boring, limited and unproductive
Some people think that the public service is a place where you get stuck in a dead end job. In
fact the APS provides one of the most flexible and diverse career paths available. Our jobs are
varied, rewarding and we work on issues that affect many aspects of Australian life.

We employ people from a variety of backgrounds, experiences and qualifications and provide
access to a range of professional development opportunities. The APS is a great place to work
and build the skills needed to be a senior leader in either the public or private sector.

Cracking the Code. Shape Australia. Create your future. page 3

The big picture
1
Get the facts

So you think you want to work in the APS but don’t know much about us?
There are three levels of government in Australia—local, state/territory and Australian (or
Commonwealth/Federal) Government. Each state and territory government is supported by
its own public service, with the Australian Public Service (APS) being part of the Australian
Government.

There are more than 100 separate APS organisations, employing more than 150,000 people.
The APS ranges from large agencies that provide a broad range of services across the
country through to small agencies working on specialised issues in one sector of society.

The APS is responsible for developing and regulating laws, developing policies and
programs to support many areas of the community, protecting Australia’s borders and
enhancing Australia’s economy. Behind almost every facet of life in Australia is an APS job.

Why should you join us?

●● The APS has a range of career opportunities, while also providing the scope for you to
change career direction. So you can start in an administrative support or client service
role and then develop your skills for managerial, technical or professional careers. The
APS supports professional and personal development, further study, and career and
leadership development.
●● We offer great working conditions including competitive salaries and superannuation,
excellent leave conditions, and flexible work practices.
●● The APS has jobs across Australia, as well as overseas. Our workforce includes
accountants, biologists, contract managers, customer service officers, economists,
graphic designers, information technology specialists, lawyers and policy advisers to
name a few.
●● We provide the opportunity for you to pursue your interests while contributing to the
Australian community.
●● We value and encourage supportive workplace environments based on fair and
equitable treatment. How we work and treat each other is governed by the APS Values
and Code of Conduct.
●● We are committed to providing an inclusive and diverse workplace where all employees
are valued. We appreciate the experiences, skills and perspectives of all individuals and
harness a collaborative environment. We actively encourage applications from people
with diverse backgrounds.

Cracking the Code. Shape Australia. Create your future. 1: The big picture // page 4
Find out more

What are the APS Values and Code of Conduct?

The APS Values and Code of Conduct apply to all APS employees in the know
and provide a framework for the integrity and professionalism There is no standard process for
of the public service. The Values and Code guide how we act in filling APS jobs. The application
our relationships with the government, parliament, the public process can vary greatly between
and colleagues. The Code sets the standards of personal agencies, and between jobs.
behaviour expected of APS employees. For more information A core requirement is that
see the APS Values and Code of Conduct webpages. recruitment decisions for the
When applying for an APS job you may be asked to demonstrate engagement of a new employee or
how you would uphold the Values. Describing how you have acted promotion of an existing employee
and behaved in previous employment or other areas of your life is are based on merit.
a good way of showing you understand the Values and Code.

What is merit?
We recruit staff based on merit, which means that from a field of applicants, we select
the best person for the job. To do this we compare and weigh-up the skills, abilities and
experience of each applicant. We use different tools and techniques, such as written
applications, CVs, interviews and/or work-sample tests, to collect the evidence we need to
make a merit-based decision. We may ask you to provide the name of a referee or two for us
to contact—someone you have worked with recently or who knows your skills and abilities.

myth vs reality
You have to know someone to get a job in the APS
Getting a job in the APS is based on merit. This means looking at your skills, abilities and experience,
how well they fit the requirements of the job and how you compare to other applicants.

You need lots of public sector experience to get a job in the APS
Some jobs require specific experience or qualifications, but many don’t. It comes down to the skills
required for the job. Some key skills for the APS include communication, problem solving and
analytical skills. Your skills can be drawn from school, work, study, committees, volunteering, and
community events.

Cracking the Code. Shape Australia. Create your future. 1: The big picture // page 5
About jobs in the APS
2
Get the facts

Vacancies

APS jobs can be advertised as:

●● individual vacancies
●● multiple vacancies
●● anticipated vacancies
●● internships and graduate positions
●● traineeships and school leaver programs.

In most cases, APS agencies run their own recruitment processes. Agencies advertise
jobs in the Public Service Gazette on www.APSjobs.gov.au, on their own websites, through
recruitment agencies, and on websites such as www.jobactive.gov.au.

Types of jobs
The APS has a wide range of jobs corresponding to different roles and levels of
responsibility (grouped as classification levels). These include:
●● service delivery and advice to the public
●● policy advice, program design or implementation, stakeholder management,
and strategic decision-making
●● corporate services such as information technology, human resources, records
management, accounts processing and ministerial and parliamentary processes
●● technical and professional jobs such as lawyers, journalists, accountants, scientists,
engineers, librarians, inspectors and economists
●● a range of project and administrative support jobs.

We offer full-time and part-time jobs on either a non-ongoing (temporary) or ongoing

(permanent) basis. If you are interested in part-time work, speak with the contact officer about
the possibility of flexible or part-time hours, even if the job is advertised as a full-time position.

Some jobs are available on an irregular or intermittent (casual) basis.

Non-ongoing (temporary) jobs

Many APS agencies have a non-ongoing/temporary employment register to fill short-
term vacancies, often at short notice. Also, some recruitment companies specialise in
placing people in temporary government jobs. People are selected for such work based
on the skills and abilities needed for the job. These jobs provide a good opportunity to gain
experience in the public service. You can contact recruitment companies directly, or if you
are interested in a particular APS agency, check the agency’s website to see if they have an
online register.

Cracking the Code. Shape Australia. Create your future. 2: About jobs in the APS // page 6
Find out more
in the know
What is the Public Service Gazette? If an agency has multiple vacancies
The Gazette is an official journal that lists vacancies in the APS and to fill, they sometimes advertise
some other non-APS Australian Government organisations as well. them all at once. If the jobs are
It also lists some employment decisions such as promotions. at the same classification level,
The online Gazette allows you to search for vacancies by job agencies may ask for a general
category, location, classification level, agency or salary range. application based on your core
New vacancies are advertised daily at www.APSjobs.gov.au. skills and abilities, and run an
assessment centre or use other
assessment methods to assess
What are classifications? a number of candidates at once.
Jobs in the APS are separated into classifications based on the Written exercises, computer
work value of the duties being performed. Jobs are classified and skills tests, group activities or job
paid at different levels according to the complexity, responsibility simulations may be used in an
and skills involved. Note that each agency has its own rates of assessment centre.
pay, generally set out in a schedule in the Enterprise Agreement
available on its website.

The most common classifications are:

●● Training classifications—jobs that include completion of a training program, including
trainee and graduate positions
●● APS 1 and 2—general administrative and service positions
●● APS 3 and 4—general administrative, technical, project, public contact and service
positions
●● APS 5 and 6—senior administrative, technical, project, policy and service positions, which
may have supervisory responsibilities
●● Executive Level 1 and 2—middle management or professional positions
●● Senior Executive Service Band 1, 2 and 3—senior leadership and management positions.

Classifications grouped together, such as APS 3 to APS 4, are called broadbands. Some
agencies advertise their jobs as broadbands, and this means it is easier to move from one
level to the next, for example from an APS 3 to an APS 4. Work at the higher level would
need to be available, and you would need to have the right skills and to be performing well
to progress through a broadband.

Agencies may also use different job titles and terminology to describe their jobs. The job
description and information pack can help you understand whether you have the skills
and experience needed for that role. The contact officer should be able to provide further
information on the roles and responsibilities of the job.

Where can I find agency websites?

As well as advertising on APSjobs, most agencies also advertise vacancies on their own
websites. You can find a list of APS agencies and other Australian Government organisations
with links to their websites at www.australia.gov.au.

Cracking the Code. Shape Australia. Create your future. 2: About jobs in the APS // page 7
 myth vs reality
I’ll have to move to Canberra
Although Canberra is typically seen as the ‘home’ of the APS, around two-thirds of employees are
located outside Canberra. In Australia, APS employees work from Bourke to Geraldton and from the
Snowy Mountains to Norfolk Island. Overseas, APS staff work in such places as London, Beirut, Beijing,
Port Moresby and Jakarta.

Only public servants can apply for jobs listed on APSjobs

The vast majority of jobs are open to the Australian community. Only a very small number are for
people already in the APS.

Cracking the Code. Shape Australia. Create your future. 2: About jobs in the APS // page 8
Applying for an APS job
3
Get the facts
APS job ads usually include the following, which will help you decide if it is the right job to
apply for:
●● the name or title of the job
●● the location of the job
●● the salary range and the classification level
●● a description of the job
●● whether it is ongoing or non-ongoing (temporary)
●● a web link to the job description and information pack
●● the name and contact details of a contact officer.

Good applications make a positive impression and can lead to an interview or further
assessment. Don’t apply just for the sake of it. Select the right job for you and prepare a
strong (and accurate) application highlighting your skills, abilities and experience, and
how they meet the requirements of the job. Your application will be assessed on the basis
of merit.

It is important to provide all the information specified in the information pack. This may
include some or all of the following:
●● a cover sheet
●● a copy of your CV or resume
●● a statement or ‘pitch’ about how your skills, abilities and experience meet the job
requirements
●● addressing the selection criteria or answering any questions if they have been included
●● contact details for your referees.

You may be asked if you identify as Aboriginal and/or Torres Strait Islander, are from a
non-English speaking background or are a person with disability. This information is used
for statistical purposes—it will not be used to assess your suitability for the job. It is not
compulsory to provide this information.

However, some jobs are advertised as only available to Aboriginal and/or Torres Strait
Islander people, or people with disability. In these cases, if you wish to apply you will need
to respond to questions about your eligibility. See info sheets 5 and 6 for more information
about these vacancies.

Cracking the Code. Shape Australia. Create your future. 3: Applying for an APS job // page 9
Writing your application
Most of the time, your CV alone will not be enough to get you an APS job. When applying for
a job it is likely that you will be asked to submit a written application with your CV. This could
be in the form of a statement addressing particular selection criteria, or a short ‘pitch’ or
statement setting out your skills, abilities and experience relevant to the job.

Selection criteria, if they are used, describe the personal qualities, skills, abilities, knowledge
and qualifications (if any) a person needs to perform the role effectively. Agencies may ask
you to separately address a number of criteria or to write one general statement expressing
your claims for the job. The job description will help you understand the responsibilities and
tasks required in the job.

The agency’s selection panel will assess the responses of all applicants. Sometimes, this will
be enough to identify the best person for the role. More commonly though, this process will
create a shortlist of applicants suitable to move to the next stage—usually an interview but it
may be another form of assessment.

your cv
Most CVs are between two and six pages long. ●● Other experience—if relevant, briefly
Sometimes a selection panel may request a mention any activities, interests or volunteer/
specific length or that you include particular community work that you participated in
details. Otherwise, your CV should usually include: and highlight what you gained from that
experience. If your hobbies aren’t relevant
●● Personal details—your name, contact email
to the job you are applying for, don’t include
address and phone numbers. There’s no need
them.
to include your age, gender, or marital status.
●● Referees—the name and contact details of
●● Education—details of relevant education and
referees who can validate and support your
qualifications.
application. Make a note if there are any
●● Work experience—your work experience sensitivities with contacting your referees, i.e.
and highlight the main responsibilities and any referees who should not be contacted
achievements that are relevant to the job you unless you are in contention for
are applying for. Organise your employment the job.
history in chronological order, starting with
the most recent, and indicate actual dates of
employment. You should look to explain any
gaps in employment.

Cracking the Code. Shape Australia. Create your future. 3: Applying for an APS job // page 10
Addressing selection criteria
Some agencies will ask that your written application address
specific selection criteria. Common examples of selection criteria
include:
in the know
●● demonstrated capacity to communicate effectively do
●● good organisational and administrative skills ●● be clear and to the point
●● proven ability to work as part of a team ●● be honest and factual
●● well-developed customer service skills ●● c
 heck what form your written
application should be in
●● proven ability to manage projects.
●● use relevant examples
You should respond to each criterion and, following any guidance ●● m
 ake sure you provide all
in the information pack, explain how you have demonstrated the information requested.
particular skill or quality. Provide relevant examples from your
work, study or community roles. Be clear and to the point. If a don’t
word or page limit is set, make sure you stick to it, and edit your ●● write lengthy responses
responses for grammar, spelling and punctuation.
●● rely just on your CV
It is important to provide evidence to back up your claims. Where
possible use actual, specific examples of what you have done,
how well you did it, what you achieved, and how it relates to the
requirements of the job. The STAR model can help you form your answer.

Find out more

What is the STAR model?

The STAR model is one way of presenting information against selection criteria. For each
criterion, think about the following and use these points to form sentences:
●● Situation—Set the context by describing the circumstance where you used the skills or
qualities and gained the experience.
●● Task—What was your role?
●● Actions—What did you do and how did you do it?
●● Results—What did you achieve? What was the end result and how does it relate to the
job you are applying for?

Using the STAR method, we’ve come up with an example of how you might plan and set out
your evidence.

Situation—role as Research Support Officer at XYZ Bank.

Task—needed to ensure that managers were kept informed of policies and procedures.

Action or approach—initiated monthly newsletter, which was emailed to each manager.

Took responsibility for writing the main articles. This involved obtaining ideas and input from
other stakeholders to ensure that the articles reflected managers’ needs in terms of content
and language.

Result—led to improved lines of communication between managers and the Research

Support Unit. Feedback was consistently excellent. Received divisional achievement award
for newsletter quality.

Cracking the Code. Shape Australia. Create your future. 3: Applying for an APS job // page 11
Once this has been achieved, you can then write the draft paragraph in full. For example:

As Research Support Officer at the XYZ Bank, I needed to ensure that

managers were kept informed of policies and procedures. To do this, I initiated
a monthly newsletter, which was emailed to each manager. I took responsibility
for writing the main articles in each publication. This involved obtaining ideas
and input from other stakeholders to ensure that the articles reflected the needs
of managers, both in terms of content and language. I received consistently
excellent feedback in relation to the newsletter from these internal stakeholders
and my own manager. I received a divisional achievement award for the quality
of the newsletter. Importantly, this initiative resulted in improved lines of
communication between managers and the Research Support Unit.

Remember to use only one or two of your strongest examples to respond to the selection
criteria.

What if I’m asked for a ‘pitch’?

Some agencies ask for a ‘pitch’ or short statement of your claims for the job. Your pitch is a
chance to tell the agency why you are the right person for the job. They might want to know
why you want to work for them, why you are interested in that particular role, what you can
offer, and how your skills, knowledge, experience and qualifications are applicable to the
job. In a nutshell—why they should hire you.

Try not to duplicate information that can already be found in your CV, but do highlight any
specific examples or achievements that will demonstrate your ability to perform the role.

Remember to stick to the word limit—are they asking for a one or two page pitch or 1,000
word limit?

myth vs reality
My application needs to be very detailed and address specific selection criteria
Long and complicated selection criteria are becoming a thing of the past. While some agencies
still use selection criteria, many agencies now only want to see your CV and a one or two page
document that sets out how your skills, abilities and experience fit the job. Read the information
pack or call the contact officer to ensure you are providing the right information.

An internal person is already lined up for the job

The job may be vacant, or it may be temporarily filled by an APS employee. However, this does not
guarantee them the job. All applicants, including people already working in the APS, have to apply
through the same process and be assessed against the strengths of all other applicants. If you want
the job and are confident you have the skills and abilities required, then you should apply.

Cracking the Code. Shape Australia. Create your future. 3: Applying for an APS job // page 12
Entry level jobs
4
Get the facts
The APS offers career opportunities for people who have previously worked in the private,
community or other government sectors. For people just beginning their careers, or
developing new skills to change jobs, the APS offers entry points for:
●● school leavers
●● apprentices
●● trainees
●● cadets/interns
●● graduates. in the know
There are more than 100 different
School leaver programs, traineeships, apprenticeships and
APS agencies. Some agencies
cadetship jobs are generally filled at levels equivalent to APS
provide a broad range of services
1-2. while graduates are generally employed at levels equivalent
across the country. Others work
to APS 3-4. See info sheet 2 for information on job levels or
on specialised issues in one sector
classifications.
of society. Find out which agency
In most cases, agencies run their own entry level recruitment best suits your skills and interests.
programs annually, advertising in the Public Service Gazette at For a list of APS agencies, as well
www.APSjobs.gov.au, on agency websites, on social media or as non-APS Australian Government
sometimes in newspapers. bodies, go to www.directory.gov.au/
departments-and-agencies.
You may be asked to complete an online application form. If your
application is successful, you may be invited to an interview or For graduate roles, we look for
assessment centre as part of the selection process. Info sheet 7 people with a wide range of
will give you more advice on this. qualifications including law, ICT,
economics, finance, psychology,
If you identify as an Aboriginal and/or Torres Strait Islander, you international studies, policy and
may also be interested in Indigenous career pathways for trainees, public administration to name a few.
cadets and graduates. See info sheet 5 for more information.

Find out more

What is a school leaver program?
These programs are for people who have recently completed Year 12 or equivalent.
They may include work placements within various areas of an agency, and provide good
learning and development opportunities to begin your career. In some cases, the agency
may also support you through tertiary study if it relates to your work.

If you haven’t decided on the type of job you want, these websites may help:

Australian Job Search: Australia’s largest free online jobs website.

jobactive: Australian Government employment services system that supports job seekers
and employers.

Cracking the Code. Shape Australia. Create your future. 4: Entry level jobs // page 13
There is a range of other useful websites, including:

Bullseye posters: School subjects you like and jobs they can lead to.

Job Outlook: A careers and labour market research information site to help you decide
on your future career.

myfuture.edu.au: National career information and exploration service.

My Skills: Online information about vocational education and training options.

What are traineeships?

Traineeships are suitable for school leavers, TAFE graduates, or people already working.
They usually involve work experience with an agency, and the opportunity to gain a formal
qualification.

What is the difference between cadetships, internships and graduate programs?

Cadetships are for university students to start working while they finish their degree.
They generally involve full-time study, with work placements during study breaks, allowing
you to begin developing your professional skills. In most cases agencies provide some form
of financial assistance towards your study.

Internships are similar, with part-time work placements or placements during study breaks,
usually in your final year of study. There is usually no financial assistance towards your study.

If you have graduated or are about to graduate, you may wish to consider a graduate
program. Generally over the course of a year, the agency will give you on-the-job training
and professional development opportunities. Your employment will be ongoing if you
satisfactorily complete the period of training and development and you will, in effect, be
promoted on completion.

Cadetships, internships and graduate programs provide excellent opportunities to start

putting your skills into practice, learn new skills, undertake professional development and
begin building your future career.

myth vs reality
You can only apply for traineeships, cadetships, internships and graduate programs if
you are young
Age is not a factor when applying for an APS job. It is about your skills, experience, and capacity to
perform the requirements of the job.

You need a good ATAR to get into the APS

The Australian Tertiary Admission Rank (ATAR) applies to entry to university, and is not required
when applying for APS jobs. For some jobs, it may be beneficial to provide a copy of your university
transcript when applying, such as for cadetships, internships, graduate programs or jobs which
relate directly to areas you have studied. For other jobs, this will not be the case. Also, there are a
number of entry pathways into the APS, and having a degree is not always necessary.

Cracking the Code. Shape Australia. Create your future. 4: Entry level jobs // page 14
Aboriginal and Torres
Strait Islander people 5
Get the facts
Workplace diversity makes a major contribution to the capability of the APS and we are
looking for more Aboriginal and Torres Strait Islander people to work at all levels.

If you are interested in starting a career in the APS but have limited experience in
public administration or related fields, there are a number of employment pathways to
whelp kick-start your career. These include Indigenous entry level jobs, cadetships and
graduate positions.

For example, Indigenous cadetships are a great way to complete your degree while gaining
professional experience—and you may be eligible for financial assistance.

What are Affirmative measure: Indigenous employment provisions?

Affirmative measure provisions are aimed at improving employment outcomes for
Aboriginal and Torres Strait Islander people. They are permitted by the Racial Discrimination
Act 1975 and are used to reserve certain jobs for Aboriginal and Torres Strait Islander
applicants. You may hear these jobs referred to as affirmative measure positions, or special
measures as they were formerly known.

What are identified positions?

Some agencies advertise identified positions. These are jobs where knowledge of Aboriginal
and Torres Strait Islander people and cultures, as well as the ability to communicate
sensitively with Indigenous Australians, are required. Generally
they will involve the development or delivery of Indigenous
specific policies, programs or services.

Your experiences as an Aboriginal or Torres Strait Islander person

in the know
may assist you to meet the identified criteria used in these We are working towards improving
positions. You do not have to identify as Aboriginal or Torres Strait employment outcomes for
Islander to apply for an identified position. Aboriginal and Torres Strait Islander
people in the APS. You can find
out more on our Indigenous
How do I find the right job for me? employment page.
The Indigenous careers page at www.indigenouscareers.gov.au
Many APS agencies will have
links to a range of affirmative measure and identified position
Indigenous employment strategies
opportunities—click here to access current vacancies.
on their websites. These tell you
However, Indigenous people are encouraged to apply for jobs in more about the steps agencies
all areas of the APS, regardless of whether they are advertised are taking to improve employment
under one of these provisions. outcomes for employees who
identify as Aboriginal and Torres
Info sheet 4 provides general information on entry points into the Strait Islanders.
APS, including traineeships, cadetships and graduate programs.

Cracking the Code. Shape Australia. Create your future. 5: Aboriginal and Torres Strait Islander people // page 15
People with disability
6
Get the facts
The APS encourages and values diversity by supporting workplace cultures based on fair
and equitable treatment of employees. Supporting the employment of people with disability
is a key focus of the APS commitment to workplace diversity.

A job in the APS can provide you with opportunities to apply your skills, work in various areas
and access professional development.

During the application process you may be asked to identify if you have a disability.
It is entirely your decision to do so, and you are not required to disclose this information.
However, if you do choose to disclose that you have a disability it will enable the contact
officer to get in touch with you to see if any reasonable adjustments need to be made to
the process to assist you in presenting your case fairly. Information about the nature of your
disability is not needed.

Reasonable adjustment, sometimes referred to as workplace adjustment, reflects the

understanding that people with disability can often perform the tasks of a job where
adjustments are made to allow them to work to the best of their ability. There is no
exhaustive list of what kinds of changes can be made. There are many different types of
disability, and they affect people in individual ways.

In most cases, APS vacancies will have a contact officer when advertised. This person is
there to provide information about the job and assist you with any questions or adjustments
you may need during the application and selection process.

Any information you provide is confidential. Health information about a job applicant or
employee, including information about a disability, is ‘sensitive information’ for the purposes
of the Privacy Act 1988. Sensitive information has a high level of protection and your consent
is required for the information to be collected or shared with anybody in the agency.

RecruitAbility
Many APS vacancies are advertised under the RecruitAbility scheme—the job advertisement
will tell you if RecruitAbility applies.

RecruitAbility encourages the employment of people with disability by offering you an

opportunity to progress to the next stage in the assessment process if you opt into the
scheme, declare you have a disability, and meet the minimum requirements of the job. More
information about RecruitAbility is available www.apsc.gov.au/recruitability.

Affirmative measure: Disability employment provisions

The disability affirmative measure allows a particular job in the APS to be open only to
people with disability, or with a particular type of disability. The measure is designed to
address the under-representation of people with disability in APS agencies, and is consistent
with the Disability Discrimination Act 1992.

Cracking the Code. Shape Australia. Create your future. 6: People with disability // page 16
The measure can be applied to ongoing (permanent), non-
ongoing (temporary) and casual APS jobs, and includes senior
level vacancies. It is not restricted to jobs with a disability-related in the know
function. You can search for jobs that have been advertised under If you need a reasonable adjustment
this affirmative measure on the APSjobs website. to be made during the application
or selection process, get in touch
The measure can also be applied to recruit candidates who with the vacancy contact officer. The
are participants with a disability employment service, and who contact officer will be able to assist
have been assessed as being likely to be unable to compete you with organising any adjustments
successfully on merit due to their disability. you need.
More information is available in the Affirmative measure: Disability Contact the human resource
employment applicant guide. section of the agencies that you
are interested in working for and
What is available for people with an intellectual discuss the employment pathways
disability? they offer.

The disability affirmative measure allows a job to be made

available to only people with intellectual disability, aiming to
improve their opportunities for employment in the APS. A job may
be advertised on APSjobs, or an agency may recruit a candidate with intellectual disability
through a disability employment service where they have been assessed as unlikely to be
able to compete on merit.

Find out more

jobaccess
The Australian Government provides a number of services and assistance for people
with disability looking for employment. Information about these services is available at
www.jobaccess.gov.au.

myth versus reality

If I identify that I have a disability I won’t be considered for the job
The APS encourages and values diversity by supporting workplace cultures based on the fair
treatment of all employees. Including people with disability in our workplaces also helps us to
better meet the needs of the wider community. Identifying that you are a person with disability
will enable the selection panel to ensure that any reasonable adjustments are made so you can
perform at your best.

People with disability only get employed in lower level jobs

We employ people based on their skills and abilities to perform the job requirements. Reading the
job description and speaking with the contact officer will help you decide whether it is the right job
for you to apply for.

Cracking the Code. Shape Australia. Create your future. 6: People with disability // page 17
The interview and other
assessment
7
Get the facts
Once applications have closed, your application will be assessed against the requirements
of the job and compared with other applicants to make a short-list of those applicants
who are suitable, or most suitable, to be considered further. This
comparison is generally done by examining your CV, application,
statement or pitch. Short-listing may sometimes involve a phone or
Skype interview, or use online assessment methods such as video
before the interview
interviews, multiple choice questions or psychometric testing. You can prepare for the interview by:
●● looking at the agency website to
If you are short-listed for further consideration, you may be invited
understand what they do—their
to attend a face-to-face interview. Using the job description as
most recent annual report may
a guide, you may be asked a range of questions to demonstrate
be helpful, along with the agency
your skills and abilities. These could include behavioural-based
corporate plan
questions and/or hypothetical scenario questions.
●● r eviewing your application and
As part of, or in place of an interview, you may be asked to picking a few additional examples
do exercises such as a work sample test, a presentation, or to use in the interview
psychometric testing. ●● d
 oing a mock interview using
the job description to think up
If an agency is recruiting for a number of jobs, you may go through
possible questions.
an assessment centre which could include group work exercises.

In a typical recruitment process the selection panel will rate your

suitability for the job based on your application, your performance
at interview, other activities such as a work sample test, and
referee comments if sought. The most suitable person, based on
at the interview
merit, will be offered the job. In some processes, a merit list may During the interview it is okay to:
also be established that the agency may use to fill other similar ●● t ake time to think about your
jobs for a period of 12 months following the advertisement in the answer
Public Service Gazette.
●● a
 sk the selection panel to
APS agencies can source suitable applicants from merit lists rephrase the question if you
established by other agencies in some circumstances. Unless don’t understand
you decide to opt out of this arrangement, your details may be ●● t ake a copy of your application
released or shared with other agencies. If this happens, you may or other notes with you for
be contacted by another agency with a similar vacancy if they think quick reference.
you would be a suitable candidate for their job.

Cracking the Code. Shape Australia. Create your future. 7: The interview and other assessment // page 18
Find out more
in the know
What happens now? Think of your top three skills/
Following the interview or other forms of assessment, the qualities and why you have applied
selection panel will make a recommendation to the decision- for the role. You may be asked to
maker about who is most suitable for the job. They may first talk about this at the interview. Use
contact your referees for confirmation of your skills, abilities and examples that best relate to the
experience. Once the panel’s recommendation is approved, the duties of the job, and be honest.
successful applicant may be offered the job.
Choose referees who can provide
You can ask about the expected timeframe for filling the job. If you evidence to support your claims by
haven’t heard anything in the weeks after the interview, call the commenting on your skills, abilities
contact officer and enquire about the timeframe for announcing and past work performance. It is
the decision. generally expected that one of your
referees will be a current or recent
If you’re unsuccessful, you can seek feedback from the contact supervisor.
officer. You may wish to ask for feedback about:
If your application is not successful,
●● your application you may not be notified by the
●● your performance at the interview or on other assessment agency. The information kit should
activities inform you of the process for
●● your strengths and those areas where you may need to unsuccessful applicants.
improve your skills and abilities or gain more experience.

This feedback can help you to improve your application and

performance next time.

Cracking the Code. Shape Australia. Create your future. 7: The interview and other assessment // page 19
 assessment terminology

Assessment centres: involve a number that time. Merit lists can also be shared with
of applicants doing activities such as other APS agencies to fill similar jobs in some
job simulations, role-playing and group circumstances.
discussions. Skills and behaviours are
assessed according to the job requirements, Psychometric tests: these are sometimes
e.g. teamwork and interpersonal used to assess your abilities, behaviours and
communication. interests and may include aptitude and/or
personality tests. They may assess things
Behavioural questions: usually begin with like numerical reasoning, abstract thinking,
a statement like ‘Tell us about a time when…’ problem solving, interpersonal style or time
or ‘Describe a situation where…’. They are management.
based on the principle that past behaviour
is a good indicator of future behaviour, and Scribe: this person takes notes for the selection
demonstrate what you did, thought, said, and panel during the interview, helps write the
how you acted in a work-related situation. selection report, and may contact referees
and document their comments. They are not
Hypothetical scenario questions: set up involved in the decision-making process.
fictitious work-related problems which require
a solution. Applicants are asked to describe Selection panel or team: may consist of two
how they would respond to, or deal with, the or more people, usually APS employees,
situation. who assess applicants based on their
skills and abilities and how well they fit the
Merit list: also called an ‘order of merit’ or requirements of the job. The selection panel
‘merit pool’. From the recruitment process, often includes the job supervisor.
a range of people may be found suitable for
the job, based on the evidence collected. Work sample test: involves doing exercises or
The merit list can either consist of a pool of activities similar to those required in the job,
applicants all rated as suitable or higher, or as e.g. a writing exercise.
a list ranking applicants in order of suitability.
The merit list is valid for 12 months from the
date the job was advertised in the Public
Service Gazette, which means the agency
can use the list to fill other similar jobs during

Cracking the Code. Shape Australia. Create your future. 7: The interview and other assessment // page 20
Top tips and frequently
asked questions
Top tips
8
Make a decision
●● Find a job that interests you
●● Spend time researching the job—don’t dismiss it on face value if you are interested in
that field of work
●● Read the job description and information pack to make sure it’s the right job for you
●● Look at the agency website and annual report
●● Speak with the contact officer for more information if you are undecided.

Go for it
●● Complete your application in the way the agency requires
●● Use the STAR model if you are having trouble answering selection criteria, writing your
pitch or stating your claims for the job
●● Prepare your application by drawing on your skills, abilities and experiences—select
examples that best relate to the duties and level of the job.

Back yourself at interview

●● Be prepared—have an understanding of what the agency does, read over your
application and think about practical examples to demonstrate your skills and abilities
and how you have done, or could do, this type of work
●● Remember the interview is a discussion, not a test, and we want to talk to you because
we are interested to find out more about you.

Frequently asked questions

How do I apply for an APS job?
Options include:
●● applying directly for jobs advertised in the Public Service Gazette at www.APSjobs.gov.au,
on agency websites or websites such as www.jobsearch.gov.au, or even in newspapers.
●● applying for school leaver programs, traineeships, apprenticeships, cadetships,
internships or graduate programs
●● registering on a temporary employment register for the opportunity to be selected for
short-term jobs. These registers are available online on many APS agency websites, on
APSjobs and occasionally through recruitment companies.

Take the time to check all the required information when applying for a job. With each job
vacancy there may be particular requirements, such as submitting your CV, providing a
written application, or completing an application form.

Cracking the Code. Shape Australia. Create your future. 8: Top tips and frequently asked questions // page 21
Do I have to be an Australian citizen?
It is generally expected that people will be Australian citizens to work in the APS, however
agencies may choose to employ non-citizens who have the relevant work permits.
Citizenship requirements are often included in the job advertisement or information pack.
If you see a job advertised which you are interested in, call the contact officer to discuss your
options for applying for the job.

Why does the recruitment process sometimes take longer for APS jobs than
other jobs?
APS agencies are working to reduce recruitment timeframes. People are selected for APS
jobs on the basis of merit, which means we look carefully for evidence of your skills, abilities
and experience and how well you fit the job requirements, compared with other applicants.
This ensures the best applicant is selected for the job. This comparison may be based on
your CV, a written application, an interview and/or other assessment methods. Because of
this, the recruitment process may take longer for APS jobs than other jobs. When applying
for an APS job, you can ask the contact officer about the expected timeframe for completing
assessments and advising on the outcome of your application.

What sort of terms and conditions will I be employed under?

Employment conditions—such as remuneration and entitlements including personal/sick and
annual leave—for APS employees are generally covered by the recruiting agency’s Enterprise
Agreement. Enterprise Agreements are commonly available on the agency’s website.

What does a security clearance involve?

A security clearance involves pre-employment and background checks. Some jobs require
a security clearance because of the type of issues or information dealt with in the job. The
timeframe for starting a job may be longer, depending on the level of security clearance
required. Don’t let your current level of clearance, or the fact that you don’t have one, deter
you from applying. This will not form the basis of the recruitment decision.

What is a suitable entry level for a graduate?

If you have graduated, or are about to graduate, from university, you can apply for APS jobs by:
●● applying to graduate programs which are run by individual agencies. Graduates are
commonly employed at the graduate APS classification or at levels equivalent to the APS
3-4 classifications.
●● applying directly for jobs advertised in the Public Service Gazette at www.APSjobs.gov.au,
on agency websites, or on websites such as www.jobsearch.gov.au.

The APS 3-4 classification level may be suitable for people with a degree and no work
experience. For people with work experience and a degree, the APS 5-6 classification level
may be more appropriate. There is nothing to deter you from applying for any job at any
level that you may be interested in and suitable for.

Cracking the Code. Shape Australia. Create your future. 8: Top tips and frequently asked questions // page 22
What happens after I am told that I got the job?
If you are successful in being offered an APS job—this may be done in a phone call or
email then confirmed in writing—you may be subject to some engagement conditions.
This means you may need to meet particular requirements to be employed in the job.
These requirements may include some or all of the following:
●● being an Australian citizen
●● a health clearance
●● security and character clearances (may include police check)
●● a period of probation
●● meeting all of the requirements of the employing agency’s entry level training program.

Probation will involve a period of time where your performance and suitability for the job
are assessed. Once the probationary period has been completed, your performance will
continue to be assessed in accordance with your agency policy.

Why can’t I get an interview or be considered for further assessment?

If you are having difficulty progressing to the next stage of a recruitment process,
ask yourself:
●● am I applying for the right jobs for my skills and abilities?
●● am I providing all the required information in my application?
●● am I preparing a good application which demonstrates my skills, abilities and
experience and how they relate to the requirements of the job?

Cracking the Code. Shape Australia. Create your future. 8: Top tips and frequently asked questions // page 23
CRACKING thecode
Shape Australia. Create your future.