State of the service

Job Families

Job Families

The APS Job Family Model is a means of describing and analysing the APS workforce, with linkages to the broader labour market.

The Job Family Model can provide agencies with a deeper view of their workforce. This allows enhanced analysis of the workforce to:

  • better understand occupations and skill groupings that currently exist within an agency’s workforce
  • better understand the skills and knowledge gaps that exist within an agency’s workforce
  • be better informed about workforce training and development needs
  • better target recruitment activities for filling of current and potential vacancies

The APS Job Family Model groups functionally similar positions that have related skills, tasks and knowledge requirements. The model does not reflect work level classification. At the top level of the model are the following job families:

Figure 1.

Job families

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This image shows the 18 job families, for a list of all the job families, please navigate to the data table for Figure 1.

In the 2016 APS employee census, respondents were asked to indicate which job family best described the work they do. The majority of respondents selected ‘service delivery’ as their work type. ‘Administration’ and ‘compliance and regulation’ were the next most frequently reported job families across the APS.

Figure 2.

Proportion of APS employees by work type, 2016

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Some work types display marked difference in gender representation. For example, nearly 75 percent of those who selected ‘administration’ or ‘service delivery’ as their work type are female.

In comparison, over 80 percent of those who selected ‘engineering and technical’ or ‘trades and labour’ are male.

Figure 3.

Gender distribution by work type, 2016

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Male respondents most frequently selected ‘information and communications technology’ as their work type, followed by ‘service delivery’. Female respondents most frequently selected ‘service delivery’ and ‘administration’ as their job roles.

Figure 4.

Top work types by gender, 2016

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This image shows the top 2 work types by gender.  Female staff in the APS have a representation of 26.5% in the service delivery area, with 14.1% in administration.  Male staff in the APS have a representation of 16.9% in the service delivery area, with 14.7% in information and communications technology.

Distribution of work type by location shows some clear patterns.

Employees based in the Australian Capital Territory are most commonly engaged in ‘strategic policy’ work. The majority of employees in all other locations selected ‘service delivery’ as their work type. The top two work types in each location are shown below:

Figure 5.

Top work types by location, 2016

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This image shows the top two work types by location.  NT - service delivery and administration.  QLD - service delivery and compliance and regulation.  NSW - Service delivery and compliance and regulation.  ACT - strategic policy and information and communications technology.  TAS - Service delivery and compliance and regulation.  VIC - Service delivery and compliance and regulation.  SA - Service delivery and compliance and regulation.  WA - service delivery an compliance and regulation.

Within each work type except ‘organisational leadership’ and ‘strategic policy’, representation by classification is highest at the APS level. Within these two work types, representation is highest at the Executive level.

Figure 6.

Classification distribution by work type, 2016

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Distribution of work type by classification shows that APS level employees are most commonly employed in ‘service delivery’ and ‘administration’ roles. Executive Level employees are most commonly employed in in ‘project and program’ and ‘strategic policy’ roles. Senior Executive Service officers employees are most frequently employed in ‘organisational leadership’ and ‘strategic policy’ roles.

Figure 7.

Top work types by classification, 2016

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This image shows top 2 work types by classification.  APS staff have a 28.1% representation in the service delivery, with a 13.9% in administration.  EL staff have a 15.7% represenation in project and programme with 13.8% in strategic policy.  SES staff have a representation of 24.5% in organisational leadership with 23.9% in strategic policy