Role Evaluations

Learn how we evaluate APS and SES Roles

What we do

We have worked with several public sector agencies to evaluate APS and SES roles, using the APS and SES Role Evaluation Guidelines and Tool. 

Our consultants are able to utilise their public sector expertise and experience, their analytical skills and knowledge, as well as their specific experience in applying the role evaluation tool and the relevant processes to conduct objective and accurate assessments. 

Methodologies

We use several methodologies to support this process, including: 

  • Reviewing existing position descriptions (when available), and identifying any gaps between current and future states 
  • Reviewing capability frameworks and drafting career pathways to refine or build standard position descriptions that are aligned to corporate documentation 
  • Conducting targeted surveys of employment groups to gather information about the roles, duties, responsibilities, capabilities, and classification levels where applicable 
  • Interviewing business units and/or managers within each workstream to confirm observations and findings of the surveys carried out
  • Assessing each position description using the APSC Role Evaluation Tool to confirm the classification of each role and provide an accompanying role evaluation report 
  • Providing a comprehensive report with recommendations on how to apply descriptors 
  • Reviewing other documentation such as business, project, and performance plans 

Information Collation

During the information collation stage, we are able to develop a repository of position descriptions for roles of all APS and SES levels, in line with specific departmental requirements, and across all employment streams to help support the role evaluation process. We can also deliver the added benefit of documentation that can be used for recruitment, as well as performance review and performance planning conversations. 

Candidate Information Kits

The creation and development of candidate information kits is an additional element we can provide. These consist of: 

  • Roles and duties: incorporating necessary information and identifying the scope, complexity, and accountabilities of the role 
  • Selection criteria: streamlining the selection criteria so that it incorporates capabilities specific to the role, and the corresponding classification in the Integrated Leadership System; and 
  • Guidance on how to apply descriptors and selection criteria at different classification levels, specifically where they need to increase in complexity, and recommendations on how they might be applied during the recruitment process. 
Role Evaluation

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