Career Prospects at Services Australia

APS wide opportunity.... nice :-)

Looks promising but will have to wait to know as I am still new here.

There are often expressions of interest put out, to progress to a higher 'role' in the agency. Typically this comes with team-leader or 'leader' responsibilities - I am satisfied with the possibilities for progression.

I don't know exactly how to move up the ranks, but performance reviews occur annually, and if you score 'above expected' or whatever the equivalent is, you will go up a pay bracket. Sideways mobility is certainly quite available, you just need to let people know that you're interested and available. There are so many different job options because the agency is so big, and working for an agency also makes it easier to move into another government agency later down the line, as the levels of work are directly comparable, work is often advertised internally first, and security clearances translate over.

The broad banding process is long and difficult. I could more easily enter another organisation directly as a PROFAPS6. I have been advised my manager will not consider my application for this level within the next 12 months and therefore my longevity in the organisation is in question.

In my current role there is the opportunity to move up to an APS6 fairly quickly, however it can take a number of years to be offered an EL1 position, and they are often acting. It can be hard to get permanency. You must be available full time. However, if you move teams/divisions, or move to Canberra, I think it is quicker and easier.

Too early to say beyond automatic broad banding after 10 months

I like money and I'd like to be paid more, but I think my pay is pretty fair, honestly, at least for now. Moving up the ranks is quite difficult, and the best way to do it is by moving divisions: it's always been notoriously hard within the APS, and even moving up via shuffling to a new department or division is quite difficult as you generally need proof you're suitable for that role (which is nearly impossible without being acting at that level). Being promoted within role is very rare, and ultimately will probably be why I'm seeking to leave although my team is amazing: they're just never going to be able to promote me up to an assistant director or similar, and I will eventually have that skillset

The graduate program provides us with a guaranteed APS5 level role and salary. The levels and salaries are fixed in government agencies so there's no room to bargain, which is nice since it takes some stress away. Climbing the levels is a fixed process and involves applying to higher level roles when they become available and providing justification for how you can perform at that higher level.

I have no idea what opportunities there are after I graduate from the graduate program and become an APS5

At this stage I am uncertain, but it seems positive.

There seems to be a good amount of opportunity in this regard.

Not sure yet because I haven't been here long enough, but an automatic pay rise occurs on completion of the Graduate program

There is options to move forwards or across in many capacities. It is mostly about putting yourself out there and taking the first step in having those conversations. The process can differ for every person.

Everyone says there are endless opportunities to try different roles at the agency which is exciting. In terms of promotion the process hasnt been made clear to me but from my understanding you move up a pay grade within your APS band every year until you meet the max for that bracket. I am not sure how easy it is to move up brackets without changing roles but there seem to be opportunities for higher duties and secondments to different areas. A major selling point of the graduate program was that you progress from APS3 to APS 5 upon completion which is exciting.

Integrated Leadership System plans are in place to assist with this.

Should be able to make my way to APS6 without much drama. Above that could take a bit.

Unfortunately it sounds like promotion is heavily leaned towards team and leadership stuff, and not technical skills and professional development.,

When I was in service delivery, I was in a succession pool for months only then to be told no one knew i was in there. Team leaders and coaches at Merivale st office in south Brisbane are promoted based on how much the EL1/2 likes them, as opposed to their skill or merit regarding how good they are at their job.

internal bulk recruitment which staff have vocalised is difficult