We will attract top data, digital and cyber talent, streamline recruitment processes, and position ourselves as a modern employer in a challenging labour market.
Attracting data, digital and cyber professionals
How will we know we are achieving these outcomes? (indicators)
1.1. Our ability to attract digital and cyber professionals to the APS has increased.
1.2. Our ability to attract data professionals to the APS is maintained.
Evidence we will use to track our progress
| Evidence | Frequency | Horizon |
|---|---|---|
| Workforce supply: Number of new ongoing employees (Data and Research; ICT and Digital Solutions job families) Source: APS Employment Database |
Annually | 1,2,3 |
APS employment brand
How will we know we are achieving these outcomes?
1.3. The awareness of the APS employment brand within the broader labour market has increased.
Evidence we will use to track our progress
| Evidence | Frequency | Horizon |
|---|---|---|
| External labour market research Source: TBA. Baseline data set available for 2023 (APSC/Ellis Jones research) |
Every 2 years | 1,3 |
| Candidate attraction factors Sources: APS Employee Census, and APS New Starters Survey when available* |
Annually/Biannually | 1,2,3 |
| Entry-level and pathway programs data | Annually | 1,2,3 |
* The APS New Starters Survey may not be conducted on an annual basis. This measure is complemented by data gathered through the APS Employee Census
Recruitment experience
How will we know we are achieving these outcomes? (indicators)
1.4. The recruitment experience for new and existing APS data, digital and cyber employees has improved.
Evidence we will use to track our progress
| Evidence | Frequency | Horizon |
|---|---|---|
| Candidate recruitment experiences Source: APS New Starters Survey |
Biannually | 2,3 |
| Entry-level and pathway programs data | Annually | 1,2,3 |
Additional data that could be collected as the plan evolves
Time to fill ongoing APS data, digital and cyber roles
Source: APS agency recruitment data
Recruitment pathways and programs
How will we know we are achieving these outcomes?
1.5. The awareness and benefits of pathways and programs designed to recruit entry and mid-career employees has increased.
Evidence we will use to track our progress
| Evidence | Frequency | Horizon |
|---|---|---|
| Entry and mid-career pathway applicant numbers | Annually | 1,2,3 |
| Entry and mid-career pathway applicant diversity statistics | Annually | 1,2,3 |
| Agency uptake of program candidates | Annually | 1,2,3 |
Diversity representation
How will we know we are achieving these outcomes?
1.6. The representation of diversity groups, particularly First Nations employees and women, in APS data, digital and cyber roles has increased.
Evidence we will use to track our progress
| Evidence | Frequency | Horizon |
|---|---|---|
| Diversity representation – ongoing employees (Data and Research; ICT and Digital Solutions job families) Source: APS Employment Database; APS Employee Census |
Annually | 2,3 |
| Percentage of women and First Nations employees in senior data, digital and cyber leadership positions (SES Band 1+) Source: APS Employment Database |
Annually | 1,2,3 |
Additional data that could be collected as the plan evolves
Number of affirmative measures recruitment processes by job family percentage (source: APS Jobs).
Diversity inclusion
How will we know we are achieving these outcomes?
1.7. Levels of inclusion amongst diverse cohorts in APS data, digital and cyber roles has increased.
Evidence we will use to track our progress
| Evidence | Frequency | Horizon |
|---|---|---|
| Employee perceptions of inclusion Source: APS Employee Census |
Annually | 1,2,3 |
Geographic workforce distribution
How will we know we are achieving these outcomes?
1.8. The geographical distribution of the APS data, digital and cyber workforce more closely reflects broader labour market distribution of these skills.
Evidence we will use to track our progress
| Evidence | Frequency | Horizon |
|---|---|---|
| Percentage ongoing employees by state (Data and Research; ICT and Digital Solutions job families), compared to Australian labour market (closest Occupation Standard Classification for Australia match) Sources: APS Employment Database, ABS labour force data releases |
Annually | 1,2,3 |
Employee satisfaction
How will we know we are achieving these outcomes? (indicators)
1.9. Employee satisfaction with their role and employment conditions has been maintained or has increased.
Evidence we will use to track our progress
| Evidence | Frequency | Horizon |
|---|---|---|
| Percentage ongoing employees (Data and Research; ICT and Digital Solutions job families) agreeing and strongly agreeing to the following questions: Overall, I am satisfied with my job; I am fairly remunerated for the work that I do; I am satisfied with my monetary and non-monetary conditions; I want to leave my position as soon as possible/within 12 months (for a position outside of the APS) Source: APS Employee Census |
Annually | 1,2,3 |
| Proportion of APS data, digital and cyber employees re-entering the APS within three years of separation Source: APS Employment Database |
Annually | 3 |
Retention rates
How will we know we are achieving these outcomes? (indicators)
1.10. Retention rates for APS data, digital and cyber employees are maintained or increased.
Evidence we will use to track our progress
| Evidence | Frequency | Horizon |
|---|---|---|
| Average length of service, ongoing employees (Data and Research; ICT and Digital Solutions job families) Source: APS Employment Database |
Annually | 1,2,3 |
| Voluntary separation rate (resignations), ongoing employees – 12-month average (Data and Research; ICT and Digital Solutions job families); consider by diversity group e.g. First Nations, women and CALD Source: APS Employment Database |
Annually | 1,2,3 |
| Average length of service at time of separation, ongoing employees (Data and Research; ICT and Digital Solutions job families) Source: APS Employment Database |
Annually | 1,2,3 |
Initiatives contributing to the achievement of these outcomes
Workforce Planning Initiatives:
- Digital and cyber employee value proposition
- Enhance APS recruitment programs and pathways
- APS Career Pathfinder and APSJobs enhancements
- Data, digital and cyber recruitment pilot
- Digital Role Description Library extension
- Data and Digital Cadet Program extension
- AI skills suggester
- Reduce barriers to re-entry
- Explore options for APS data, digital and cyber remuneration and conditions
- Remuneration benchmarking and report (pilot)
Supporting activities and enablers:
- APS Employee Value Proposition
- APS data employee value proposition
- Supported career pathways
- APS Location Framework
- Specialist arrangements
- Innovative hiring practices
- SES100
- APS Job Family Framework review
- APS Gender Equality Strategy 2021-2026
- Affirmative measures (Indigenous and disability)
- Contractor conversion
- NSW Digital Skills and Workforce Compact