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The APSC has developed a ‘Job Family’ model, which groups functionally similar jobs that perform related tasks and require similar or related skills and knowledge. The APSC Job Family model classifies jobs at three levels; by Family, Function and Role. There are twenty Job Families, which are broken down into clusters of Job Functions and further into Job Roles. In this chapter, the analysis has focused at the Job Family and Job Role.  For more information on the Job Family model, see https://www.apsc.gov.au/job-family-model.

As at 30 June 2019, 29 agencies supplied Job Family data relating to 114,952 (78.1%) APS employees. The high number of roles mapped to the Job Family model to date provides a reliable dataset for statistical modelling and forecasting. 

More than a quarter of the APS work in Service Delivery (27.6%). Other job categories that employ significant numbers of APS staff are Compliance and Regulation (13.1%), Administration (9.2%) and ICT (6.4%) (APSED June 2019 Table 24).

Job Roles

There were 367 distinct Job Roles in the APS at 30 June 2019. The Call or Contact Centre role remains the most common type of work in the APS (15.2%). Staff working in call or contact centre roles are mostly employed by Services Australia, although the Departments of Agriculture, Veterans’ Affairs and Home Affairs also have a relatively large number of jobs in this role. Other common APS Job Roles include Administrative Support, Compliance Case Management, Customer Support and Programme Advice and Support.


Many Job Families have an uneven gender representation (Figure 5.1). There are a high proportion of females employed in Job Families including Health (80.4%), Service Delivery (73.4%), Human Resources (70.8%) and Administration (70.2%). In contrast, males are more highly represented in technical Job Families such as Engineering and Technical (82.6%), Science (71.1%), Trades and Labour (71.8%) and ICT (66.9%).

Figure 5.1. Proportion of men and women by Job Family

Source: APSED June 2019 Table 26


The geographic distribution of Job Families across Australia reflects a focus on service delivery to citizens. Figure 5.2 shows those Job Families with high proportions of employees located outside the Australian Capital Territory. For example, 92.9% of employees working in Service Delivery work outside the Australian Capital Territory.

Job Families commonly represented in the Australian Capital Territory are Strategic Policy (87.7%), ICT (67%) and Organisation Leadership (57.7%).

Figure 5.2 Proportion of Job Families located outside the ACT

Source: APSED June 2019 Table 26


Employees at the APS 1 to 4 levels are mostly clustered in the Administration, Compliance and Regulation, and Service Delivery Job Families (APSED June 2019, Table 27). Almost three quarters (72.1%) of employees at the APS 1 level work in the Administration Job Family, predominantly in Administrative Support (70.6%) and Customer Support (15.8%) roles.  More than half (52.1%) of APS2 to APS4 staff work in Service Delivery while a further 19.2% are employed in Compliance and Regulation. There is a much greater spread across Job Families for APS 5 and APS 6 classifications, although a significant proportion are still employed in Service Delivery (18.2%) and Compliance and Regulation (12.1%). Staff at the EL 1 and EL 2 classifications are employed across most Job Families with a significant proportion working in Strategic Policy (11.5%), ICT (11.3%) and Project and Programme (9.9%). The majority of SES work in Organisational Leadership (90.7%).

Non-ongoing Employees

Most non-ongoing employees work in three Job Families - Service Delivery (49.1%), Administration (19.6%) and Compliance and Regulation (9.9%). Casual employees are even more concentrated within these three families – Service Delivery (56.5%), Administration (24.7%) and Compliance and Regulation (11.9%). Casual employees are mostly employed in call or contact centre (31.9%), Customer Support (23.0%) or Administrative Support (24.0%) roles.

Movement between agencies

Of the 103,689 ongoing employees with recorded Job Family details at June 2018, 2,490 have moved agencies (including temporary movements) during the 2018-2019 financial year. Analysis shows that more specialised technical roles tend to have lower external mobility than generalist Job Family roles (Figure 5.3). The Strategic Policy (7.0%) Job Family had the highest level of mobility, followed by Organisational Leadership (6.0%). The Job Families with the lowest mobility of less than 1% are Trade and Labour, Science, Engineering and Technical, and Health. Notably, not all employees have moved to the same Job Family in their new agency.

Figure 5.3 Proportion of Job Families that have moved agencies

Last reviewed: 
27 September 2019