The APS classification structure
The Australian Public Service uses a standardised classification structure. Every role sits at a specific level, and that level determines the salary band, the expected capabilities, and the complexity of work you'll be assessed on.
Understanding where a role sits, and what the panel expects at that level, is critical. The most common reason candidates underscore is pitching examples at the wrong level.
APS 1-3: Entry and foundational
These roles focus on learning, support, and process execution.
APS1-2: Administrative support. Data entry, filing, phones, basic correspondence. Panels expect reliability, attention to detail, and the ability to follow established processes.
APS3: Junior officer. More independent work within clear guidelines. You might draft routine correspondence, maintain databases, or coordinate logistics. Panels look for growing independence and initiative within your defined scope.
What to demonstrate: Following processes accurately. Learning quickly. Supporting the team. Handling routine work reliably.
APS 4-5: Developing specialist
These roles require growing technical expertise and independence.
APS4: Experienced officer. You work independently on defined tasks, apply established procedures to non-routine situations, and begin engaging with internal stakeholders. You might prepare briefs, analyse data, or manage a small project component.
APS5: Senior officer. You're expected to work with minimal supervision, exercise judgement in your area, and contribute to team planning. You might lead a work stream, draft policy advice, or manage a stakeholder relationship independently.
What to demonstrate: Technical competence. Independent judgement within your area. Problem-solving when the process doesn't cover the situation. Reliable delivery without close oversight.
APS 6: Advanced practitioner
APS6 is the most senior non-executive level. You're expected to be a subject matter expert, lead small teams or projects, manage complex stakeholder relationships, and exercise significant independent judgement.
This is the level where many candidates plateau, and it's competitive. Panels want to see:
- Deep expertise in your field
- The ability to manage competing priorities
- Confident engagement with senior staff (EL1 and above)
- Contributions that go beyond your immediate team. Improving processes, mentoring junior staff, representing your area in cross-branch work
What to demonstrate: Independent leadership of meaningful work. Managing complexity. Delivering outcomes that affect people beyond your team.
EL1: First executive level
EL1 is the transition to executive leadership. You're expected to think strategically, lead teams, manage significant projects, and engage at senior levels across the agency and externally.
See our detailed guide on EL1 interview preparation for more.
What to demonstrate: Strategic perspective. Leadership without relying on authority. Managing ambiguity. Influencing senior decision-makers.
EL2: Senior executive (non-SES)
EL2 roles lead branches or large work programs. You're responsible for setting direction, managing performance, advising senior executives, and representing the agency in intergovernmental or external forums.
What to demonstrate: Setting strategic direction. Leading large teams through change. Managing significant risk. Building organisational capability. Engaging at Deputy Secretary and ministerial levels.
SES: Senior Executive Service
SES Band 1, 2, and 3 are the most senior roles. These leaders shape whole-of-government policy, manage large divisions, and represent Australia internationally.
SES selection processes typically involve psychometric testing, stakeholder referencing, and panel interviews focused on vision, transformational leadership, and strategic impact.
How to use this in your preparation
- Identify the level of the role you're applying for
- Read the ILS proficiency descriptors for that level (available on the APSC website)
- Choose examples that match. Not your best story, but the story that best demonstrates capability at the required level
- Adjust your language. An APS4 "coordinated" the schedule; an EL1 "led the strategic redesign" of the process
- When in doubt, pitch slightly above. Better to demonstrate capability beyond the level than below it