Go to top of page


Finance recognises that the key to a strong and sustainable workforce is giving staff the chance to build their skills and experience. Mobility gives Finance staff the opportunity to develop capability in new areas and increases the Department’s overall capability. Finance provides opportunities for staff to work in different roles and undertake different types of work including project work, ongoing business and surging to high-priority activities. We encourage staff to gain different experiences through temporary or permanent moves within the Department and through secondments to other agencies.

Finance helps business areas to identify the specific skills they need and to mobilise the right individual to address that need. Flexible sourcing strategies give business areas a range of options when filling vacant roles.

The management of human resources and, in particular, the way the Department provides mobility opportunities for staff and undertakes recruitment has resulted in a highly capable and committed workforce that is flexible and able to respond to government priorities.

The mechanisms that the Department uses to promote mobility are outlined below.

Internal Career Opportunities Register

The Career Opportunities Register gives internal staff the opportunity to express their interest in short, medium or long-term vacancies within the Department.

Internal staff use the Register to indicate the areas of the Department that are of interest to them. In line with Finance’s approach to increase opportunities for flexible working arrangements, staff can also register their interest in job-share arrangements.

Managers use the Register to source staff with particular skills, experience and qualifications to fill vacancies. Human resources supports managers to fill vacancies by first referring to the Register to identify suitable internal candidates before seeking to source externally.

Stream Recruitment

Stream based recruitment has changed the way the Department approaches recruitment to encompass broader resourcing needs and future workforce capability based on professional skills and experience. Stream recruitment focuses on the assessment of core capabilities for the Department. It has improved the Department’s effectiveness and efficiency in recruiting high quality and talented candidates.

During 2018–19, the Department conducted recruitment processes for the following professional streams:

  • policy
  • accounting and financial management
  • enabling services.

To support workforce planning, stream recruitment continues to be tailored to encompass business areas existing and forecast resourcing needs, making recruitment more efficient.

Surge Readiness Management Model

Finance’s Surge Readiness Management Model identifies a range of high-priority activities for the Department with processes in place to support the mobilisation of staff and contributing business areas. The Surge Model enables the Department to build on its capabilities and provide staff the opportunity to experience different, high-priority work within the Department for short periods.

In 2018–19, Finance continued to employ its Surge Model to support additional work associated with the federal Budget, the 2019 election and other peak work priorities.

Secondment programs

Finance’s Secondment Program is designed to build the Department’s capability and assist business areas to fill specialist roles with staff from within the APS or through private sector arrangements.

In 2018–19, Finance sought nominations from employees from other APS agencies to undertake secondments to support the delivery of the federal Budget. Four staff from three agencies participated.

Two Finance staff members participated in the Jawun APS Secondment Program through which secondees work in an Indigenous business or community.

Consistent with Finance’s commitment to stewardship and support for portfolio entities, in 2018–19 the Department seconded officers to the:

  • Office of National Assessments to assist with the transition to the Office of National Intelligence
  • Office of the Pacific within the Department of Foreign Affairs and Trade
  • 2019 Parliament of Australia Graduate Program working in the Parliamentary Budget Office
  • Tribal Warrior Aboriginal Corporation.

Resource management model

In 2018–19, Finance established a resource manager role within Human Resources. Resource managers are responsible for assisting business areas to manage their resource needs. They have oversight of staff mobility information, recruitment merit pools and the resources available across the Department so that vacancies can be filled quickly. Resource managers collaborate with business areas to support resource planning and workforce strategy including strategies to achieve optimal management structures.