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Performance analysis: Foundational objectives

Monitor and report on the APS workforce to inform workforce policies and practices

During 2018–19, the Commission worked with agencies across the APS to ensure data collected by the Commission was useful in informing and shaping the structure and management of the APS workforce. The Commission also produced:

  • two data releases covering APS workforce data as at 30 June 2018 and 31 December 2018
  • an annual report on remuneration data and trends, as well as individual reports for each APS agency as at 31 December 2018
  • more than 10,000 reports to agencies covering results of the 2019 APS employee census
  • online access to the APS employee census data since 2012, through data.gov.au
  • data on unscheduled absence rates for each APS agency, quarterly and as part of the annual State of the Service Report, and
  • the 2017–18 State of the Service Report, tabled in late November 2018 and supported by presentations to APS staff around the country.

The Commission released data in response to 252 requests, and produced 19 research reports. Data collected by the Commission supported the work of the Independent Review of the APS, the review of the Commonwealth Aboriginal and Torres Strait Islander Employment Strategy, and the ongoing development of the APS Job Family Model.

Several APS agencies are using the Job Family Model to generate intelligence and insight into their current workforce and future skill and capability requirements. The Commission released a new version of the model in March 2019, including new roles designed to address emerging capability across the APS (such as digital transformation, user–centric design and cyber security). The Job Family Model also supports the key priorities for APS reform by facilitating workforce planning, talent management and career development.

The Commission continued to evaluate and improve its workforce data collection and reporting processes. Extensive consultation was undertaken with agencies on the content and structure for the 2019 APS employee census. This census was improved by strengthening measures to assess innovation and workplace change and introducing measures to assess collaboration across the APS.

Data collected by the Commission also supported senior departmental committees and networks such as the Secretaries Board, the Secretaries Equality and Diversity Council, the Secretaries APS Reform Committee, the Deputy Secretaries Reform Group, the Deputy Secretaries Data Group and the SES Indigenous Network.

Work with other governments on matters relating to public sector workforce management

The Commission continued to coordinate a Workforce Planning Community of Practice, which brings together workforce planning practitioners from across the APS, as well as state and territory governments, to share knowledge and best practice on workforce planning. This community of practice is complemented by an online GovTeams community, with nearly 300 members across Australia.

The Commission met monthly with delegates from the state and territory public service commissions as part of the Inter–jurisdictional Workforce Data Analytics Committee. Delegates collaborated on approaches to the management and use of workforce information.

The Commission sent a delegate to the 2018 National Human Resources Development Institute Leaders Forum on Smart Public Human Resources: Towards Sustainable and Collaborative Governance in South Korea. The forum comprised government delegates from 13 countries who met to discuss public sector workforce management topics, such as attraction and retention of talent, declining trust in government, ensuring a diverse workforce and working with advancing technology.