Technical workforce outcomes

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

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

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

Evidence	Frequency	Horizon
Candidate recruitment experiences Source: APS New Starters Survey	Biannually	2,3
Entry-level and pathway programs data	Annually	1,2,3

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

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

Evidence	Frequency	Horizon
Employee perceptions of inclusion Source: APS Employee Census	Annually	1,2,3

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

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

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

Attracting data, digital and cyber professionals

How will we know we are achieving these outcomes? (indicators)

Evidence we will use to track our progress

APS employment brand

How will we know we are achieving these outcomes?

Evidence we will use to track our progress

Recruitment experience

How will we know we are achieving these outcomes? (indicators)

Evidence we will use to track our progress

Additional data that could be collected as the plan evolves

Recruitment pathways and programs

How will we know we are achieving these outcomes?

Evidence we will use to track our progress

Diversity representation

How will we know we are achieving these outcomes?

Evidence we will use to track our progress

Additional data that could be collected as the plan evolves

Diversity inclusion

How will we know we are achieving these outcomes?

Evidence we will use to track our progress

Geographic workforce distribution

How will we know we are achieving these outcomes?

Evidence we will use to track our progress

Employee satisfaction

How will we know we are achieving these outcomes? (indicators)

Evidence we will use to track our progress

Retention rates

How will we know we are achieving these outcomes? (indicators)

Evidence we will use to track our progress

Initiatives contributing to the achievement of these outcomes

Workforce Planning Initiatives:

Supporting activities and enablers:

Evaluation

Capability uplift outcomes