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APS Employment Data 30 June 2019 release
© Commonwealth of Australia 2019
ISBN 978-0-6486748-1-8
ISSN 2208-5939 Issue 5
With the exception of the Commonwealth Coat of Arms and where otherwise noted, all material presented in this document is provided under a Creative Commons Attribution 3.0 Australia licence (http://creativecommons.org/licenses/by/3.0/au).
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The document must be attributed as APS Employment Data 30 June 2019 release.
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ContentsThe Australian Public Service at a glance .............................................................................2
Chapter 1: Introduction .........................................................................................................................3
Chapter 2: Size and shape of the APS ..................................................................................... 6
Chapter 3: Diversity .............................................................................................................................. 13
Chapter 4: Movement of Employees ...................................................................................... 21
Chapter 5: Job Families .....................................................................................................................27
Appendixes .......................................................................................................................31
Appendix 1: Machinery of Government changes ......................................................... 31
Appendix 2:Organisationsnotseparatelyidentifiedintables ............................34
Online table index ...................................................................................................35
2 APS Employment Data 30 June 2019 release
The Australian Public Service at a glance June 2019
APS headcount
% of total APS
Northern Territory
New South Wales
Australian Capital Territory
Tasmania
Victoria
South Australia
Western Australia
Overseas
4.6%
1.0%
17.3%
2.5%
1.3% 1,927
16,872
26,895
55,183
3,626
25,463
1,415
6,739
9,1176.2%
11.5%
37.5%
18.3%
Queensland
Location
engagements
8,564
separations
12,100
2018–19
2018–19
147,237Employee headcount
-2.1% from June 2018
12.5%
25.8% 28.9%32.9%
<30 30–39 40–49 50
Age
17%19.1%
14%
22.4%
17.7%
8%
1.9%
APS5 APS6 EL1 EL2 SESAPS4APS3
Classification
Disability
Female
3.5%
3.7%
59.6%
22.3%
Indigenous Australians
Part-time
Non-ongoing
15.9%
10.2%
Diversity
Patterns of work
Born overseas
APS Employment Data 30 June 2019 release 3
Introduction
Introduction This release of APS employment data presents a statistical overview of the APS workforce employed under the Public Service Act 1999. It provides a broad overview of key workforce metrics as at 30 June 2019 and trends from 2000, with relevant data tables referenced throughout. The full set of tables is available in Appendix 2.
This data release is a companion to the Australian Public Service Commissioner’s
annual State of the Service Report. This report draws on a range of information sources,
including annual APS agency and employee surveys to provide a detailed picture of the
state of the APS.
This current APS employment data release covers 98 agencies. Any agencies without
APSstaffat30June2019areexcludedfromreporting.
4 APS Employment Data 30 June 2019 release
Introduction
The Australian Public Service Employment Database
On 30 June and 31 December each year a ‘snapshot’ covering all APS employees is
released by the Australian Public Service Commission based on data provided by
agencies.
APS employment data includes:
• Demographic variables including age, gender and work location.
• Classification(level)ofAPSpositions,fromtraineetoSESlevel.
• Diversitydataincludingvoluntaryitemsself-reportedbyAPSstaffsuchasdisability
status, Indigenous status, and cultural diversity.
• Staffmovementsincludingengagements,separationsandtransfersbetween
agencies.
The reported size of the APS workforce is a count of all people employed at the time
ofthe‘snapshot’.Thisfiguredoesnotadjustforhoursworkedanditincludesany
employees who are on extended leave (for 3 months or more), including those on
maternity leave and leave without pay.
ThisfigureisdifferenttoAverageStaffingLevel(ASL)dataprovidedintheFederal
Budgetpapers.TheASLcountsactivestaffforthetimetheywork.Thisfigure
calculatesstaffingbyallocatingindividualworkinghoursbasedontheproportionoffull
time hours worked. For example, a full time employee is counted as 1 employee, while
aparttimeemployeewhoworksthreefulldaysperweekcontributes0.6.TheASL
averagesstaffingoveranannualperiod.Itisnotatapointintime.
TheGovernmentplacesacaponASL.ThisisappliedacrosstheGeneralGovernment
Sector (which incorporates all of the APS and a range of other government agencies).
ASLcapsarepublishedintheFederalBudgetPaperseachyear(for2018–19and
2019–20ASLestimates,seeFederal Budget Paper Number 4, 2019).
Another measure of employee numbers used by both private and public sector
organisationsisFullTimeEquivalent.Thisisacountofallactivestaffatapointintime.
For further details on the APS Employment Database (APSED), including its scope, see
APSC’s APSED page.
APS Employment Data 30 June 2019 release 5
Introduction
Interactive data—APSEDii
APSED data is also publicly available via a series of interactive dashboards called the
APSED interactive interface (APSEDii). However, APSEDii will be unavailable for the next
few months.
The APSC is currently transitioning to a new ICT environment. As part of this process
APSEDii is being transferred to a new platform.
It is our intention that APSEDii will return at the end of November 2019 to coincide with
thereleaseofthe2018–19StateoftheServiceReport.
You can access current APS workforce data, including trend data. If you would like to
access APS workforce data not covered by these data tables, please contact us at
Feedback
The APSC is committed to providing readers with the information they require in the
most useful format, and feedback is welcome. Please e-mail [email protected] if you
would like to provide any comments.
6 APS Employment Data 30 June 2019 release
Size and shape of the APS
Size and shape
of the APSAt 30 June 2019, there were 147,237
employees in the APS. This was a drop of
3,158 employees (2.1%) from the same time
in 2018.
From 30 June to 31 December 2018, there was a decrease of 3,232 (2.2%) employees
followed by an increase of 74 (0.1%) employees from 31 December 2018 to 30 June 2019.
APS employee numbers have fallen by 12.0% from their peak of 167,338 in June 2012
(Figure 2.1).
Figure 2.1:APSemployeeheadcounts,June2000–June2019
Source: APSED June 2019 Table 1
0
20000
40000
60000
80000
100000
120000
140000
160000
180000
2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019
Ongoing Non-ongoing Total
June
Num
ber
Size and shape of the APS
APS Employment Data 30 June 2019 release 7
At 30 June 2019 the APS included:
• 132,192 ongoing employees (89.8%)
• 15,045 non-ongoing employees (10.2%), of which:
– 7,204wereemployedforaspecifiedtermortask
– 7,841 were employed on an irregular or intermittent basis, known as ‘casual’
employees.
Fluctuations in the overall headcount occur for many reasons including seasonal
patterns, business and government requirements and demand. The largest decreases
overthelastfinancialyearwerefromthreeagencies:
• Services Australia (previously the Department of Human Services) had a total
reductionof2,270.Thisfigureincludesadecreaseof1,967ongoingand303non-
ongoing employees.
• TheDepartmentofDefencesawanoverallreductionof1,897staff.Thisisanetfigure
that takes into account the movement by the Australian Signals Directorate, out of the
Public Service Act 1999 from 1 July 2018.
• TheAustralianTaxationOfficealsohadatotalreductionof1,260.Thisfigureincludesa
decrease of 1,352 ongoing and an increase of 92 non-ongoing employees.
Thelargestincreasesoverthelastfinancialyearwereinthe:
• NationalDisabilityInsuranceAgencywhohadatotalincreaseof861.Thisfigure
includes an increase of 684 ongoing and 177 non-ongoing employees.
• AustralianElectoralCommissionwhohadanincreaseof646staff.Thiswas
exclusively due to an increase of 664 non-ongoing employees of which 616 were
casuals.Ongoingemployeesdecreasedby18staff.
• Department of Social Services had a total increase of 223 of which 211 were ongoing.
At 30 June 2019, the largest four agencies in the APS accounted for 54.6% (80,421
employees) of the total APS workforce. This includes Services Australia (20.8%), the
AustralianTaxationOffice(12.8%),theDepartmentofDefence(11.5%)andtheDepartment
ofHomeAffairs(9.6%)(APSED June 2019 Table 4).
8 APS Employment Data 30 June 2019 release
Size and shape of the APS
Duringthe2018–19financialyear,therewere798employeemovementsbetweenAPS
agenciesduetoMachineryofGovernmentchanges.Themajorityofthesetransfers
were into:
• The Aged Care Quality and Safety Commission from the Australian Aged Care Quality
Agency (270)
• The Department of Social Services from the Department of Health (286)
• The Aged Care Quality and Safety Commission from the Department of Health (191).
The Aged Care Quality and Safety Commission (established on 1 January 2019) replaced
the Australian Aged Care Quality Agency and the Aged Care Complaints Commissioner.
On 1 July 2018 the NDIS Quality and Safeguards Commission was established with
35 employees moving via a Machinery of Government transfer from the Department
of Social Services. The Commission has subsequently expanded to a total of 194
employees at 30 June 2019 (APSED June 2019 Table 2).
Duringthe2018–19financialyear,anumberofotherchangesoccurredtotheAPSstructure
thathadaneffectonthespreadofheadcountsacrosstheAPS.SeeAppendix1fordetailsof
these coverage changes, along with a historical breakdown of employee numbers moving
in and out of coverage under the Public Service Act 1999from2000–2001.
Ongoing
The number of ongoing employees has dropped by 3,966 since 30 June 2018. Ongoing
employees make up 89.8% of the APS workforce, down from 90.5% in 2018. The proportion
of ongoing employees has changed little over the last 20 years, hovering around 90%.
Non-ongoing
Non-ongoingemployeeshaveincreasedby808overthe2018–19financialyear,andas
at 30 June 2019 equated to 10.2% of the APS. Non-ongoing employment consists of three
distinctsub-groups:specificterm,specifictask,andirregularorintermittent(casuals).Of
thenon-ongoingemployees,casualsrepresented52.1%,whilespecifiedtermemployees
made up 45.1% at 30 June 2019.
Size and shape of the APS
APS Employment Data 30 June 2019 release 9
The number of casuals within the whole APS workforce has risen considerably since
2000 (0.6%) and peaked at 6.0% in 2016 (Figure 2.2). Since 2016, the proportion of casual
employees has fallen to 4.8% in 2018 before rising to 5.3% in 2019.
Figure 2.2:CompositionofAPSnon-ongoingemployees,June2000–June2019
0
2
4
6
8
10
12
2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019
%
June
Specific term % Specific task % Casual % Non-ongoing %
Source: APSED
APS Characteristics
Age Profile
The average age of APS employees was 43.6 years as at 30 June 2019. (APSED June 2019
Table 81)
Average age has increased steadily from 39.9 years in 2000. This is in line with the trends
in ageing across the general Australian workforce. (ABS 3101.0—Australian Demographic
Statistics, June 2018).
The proportion of the APS population that is 50 years or older has increased from 19.5%
in 2000 to 32.9% in 2019. Just over 8% of APS employees are aged 60 years and over. The
rate of employees under the age of 30 has declined from 18.3% in 2000 to 12.5% in 2019.
(APSED June 2019 Table 36).
10 APS Employment Data 30 June 2019 release
Size and shape of the APS
Classification Structure
At30June2019,themostcommonclassificationacrosstheAPSwasAPS6(Figure
2.3). The proportion of APS 6 employees has increased from 17.7% in 2000 to 22.4% in
2019.In2000,themostcommonclassificationwasAPS4(24.1%)butthishasdropped
to19.1%in2019.APS4andAPS6classificationsarethemostcommonlevelsatwhich
engagements across the APS take place. (APSED June 2019 Table 13).
Figure 2.3:ProportionofAPSemployeesbyclassification,at30June2019
1.3
5.2
10.5
19.1
14
22.4
17.7
8
1.9
0
5
10
15
20
25
Trainee & Graduate
APS 1 & 2
APS 3 APS 4 APS 5 APS 6 EL 1 EL 2 SES
%
Classification
Source: APSED June 2019 Table 13
Geographic distribution of the APS
At 30 June 2019, the largest number of APS employees were located in the Australian
Capital Territory (55,183), although this represented only 37.5% of the APS (Figure 2.4).
Collectively, the three largest states by population (New South Wales, Victoria and
Queensland) made up 47% of the APS workforce with a total of 69,230 employees.
Size and shape of the APS
APS Employment Data 30 June 2019 release 11
Figure 2.4: APS employee headcounts and proportion by States and Territories at
30 June 2019
Source: APSED June 2019 Table 9
Regional distribution of APS
As at 30 June 2019, almost one in seven (20,624) or 14.0% of APS employees were
located in regional areas outside capital cities. This figure has steadily increased since
June 2012 when it was 12.2%. The growth in employee numbers outside of capital cities
has predominantly occurred in Victoria and the Northern Territory (APSED June 2019 Table 12).
In regional areas, New South Wales had the highest proportion of employees at 41.0%,
followed by Queensland (25.3%) and Victoria (21.7%). The proportion of the APS working in
the capital cities (other than Canberra) has declined from 57.3% in 2001 to 47.6% in 2019.
The proportion of employees based in the Australian Capital Territory increased from 32.9%
in 2002–03 to 39.7% in 2012 before falling to 37.5% in 2019 (APSED June 2019 Table 12).
APS headcount
% of total APS
Northern Territory
New South Wales
Australian Capital Territory
Tasmania
Victoria
South Australia
Western Australia
Overseas
4.6%
1.0%
17.3%
2.5%
1.3% 1,927
16,872
26,895
55,183
3,626
25,463
1,415
6,739
9,1176.2%
11.5%
37.5%
18.3%
Queensland
12 APS Employment Data 30 June 2019 release
Size and shape of the APS
International service
Atotalof1,415APSemployeeswerelocatedoverseasattheendofthe2018–19
financialyear.Agenciesthatemployedlargeproportionsofoverseasstaffincluded948
employeesintheDepartmentofForeignAffairsandTrade(67.0%),213intheDepartment
ofHomeAffairs(15.1%),141intheDepartmentofDefence(10.0%)and70intheAustralian
Trade and Investment Commission (4.9%) (APSED June 2019 Table 14).
APS Employment Data 30 June 2019 release 13
Diversity
Diversity The APS Employment Database records
diversity information in relation to gender,
Indigenous status, disability status and
employees from a culturally diverse
background.
With the exception of gender, the provision of this data is voluntary; therefore, not all APS
employeeshaveprovidedaresponsetoeachdiversityfield.Asaresult,diversityrates
represent the proportion of employees who identify as belonging to that diversity group.
This means that the diversity rates may be underestimated to a degree.
The APS employee census, which is an anonymous survey, tracks similar diversity
information as the APS Employment Database, as well as number of employees who
identifyasLesbian,Gay,Bisexual,Transgenderand/orIntersex.Dataconcerningall
diversity metrics is reported in the Commissioner’s State of the Service Report.
Employment data from APSED shows that the APS is continuing to improve its employee
diversity.
14 APS Employment Data 30 June 2019 release
Diversity
Figure 3.1: Diversity proportions of all APS employees from June 2000 to June 2019.
0
2
4
6
8
10
12
14
16
2000 2002 2004 2006 2008 2010 2012 2014 2016 2018
%
June
% Indigenous % Employees with a disability % NESB
Source: APSED June 2019 Table 72
Indigenous
At30June2019,3.5%oftheAPSidentifiedasIndigenous.Thisisthehighestproportion
of Indigenous employees ever recorded for the APS. Indigenous representation has
increased steadily from 2.6% in 2013, which is the lowest recorded proportion over the
last 20 years (Figure 3.1).
Attheendofthe2018–2019financialyear,Indigenousemployeeswereconcentratedin
ServicesAustralia(33.8%oftotalIndigenousemployees),theAustralianTaxationOffice
(8.9%) and the Department of Defence (7.7%). Agencies that employed a high proportion
ofIndigenousemployeesamongsttheirstaffweretheTorresStraitRegionalAuthority
(72.8%),AboriginalHostelsLtd.(54.3%),theAustralianInstituteofAboriginalandTorres
Strait Islander Studies (30.9%) and the Department of Prime Minister and Cabinet (15.4%).
Of the 5179 Indigenous employed at 30 June 2019, 75% (3,927) have Job Family data
recorded.Ofthese,1,736(44.2%)workedinServiceDeliveryand1,200werespecifically
employed in the Call or Contact Centre role.
At 30 June 2019, Indigenous employees were mostly located in Queensland (25.7%), the
Australian Capital Territory (24.8%), New South Wales (17.9%) and the Northern Territory
APS Employment Data 30 June 2019 release 15
Diversity
(11.5%). A high proportion of Indigenous employees were located in regional Australia
(37.7%) in comparison to the total proportion of APS located in regional Australia (14.0%).
Indigenousemployeesareconcentratedatlowerclassificationswithalmosthalfof
IndigenousemployeesworkingattheAPS3–4classificationlevels(Figure3.2).
Figure 3.2:ClassificationbreakdownbyIndigenousstatus,June2019
Trainee APS 1–2 APS 3–4 APS 5–6 EL SES
Indigenous Non-Indigenous
Classification
0
10
20
30
40
50
60
%
Graduate
Source: APSED June 2019 Table 77
Disability
Theproportionofemployeeswhoidentifiedashavinganongoingdisabilitywas3.7%at
30June2019.Thisfigureincreasedfromalowof3.3%in2013to3.8%intheyears2016–
2018 before dropping to 3.7% in 2019 (Figure 3.1).
Agencies that employ a high proportion of employees with a disability at 30 June 2019
were the National Disability Insurance Agency (11.8%), the Australian Public Service
Commission (9.5%), the Australian Research Council (8.2%) and the Department of Social
Services (7.1%).
Of the 5,508 employees with a disability at 30 June 2019, 83% (4,571) have Job Family
data recorded. Of these, 1,669 (36.5%) worked in Service Delivery. In comparison, only
22.8% of employees without a disability were employed in the same Job Family. In
particular, 20.1% of employees with a disability worked in the Call or Contact Centre role
which is almost double that of employees without a disability (10.7%).
16 APS Employment Data 30 June 2019 release
Diversity
At30June2019,theclassificationdistributionofemployeeswithadisabilitylargely
mirroredthatofemployeeswithoutadisability,withtheexceptionofAPS3–4andEL
classifications(Figure3.3).AttheAPS3–4classification,employeeswithadisability
were in greater relative proportion than employees without a disability, while at the
ELlevelthereverseistrue.Thisdifferencemaybeexplainedbythehighproportion
of employees with a disability working in Service Delivery where most roles in this Job
FamilyareattheAPS3–4classification.
Figure 3.3:Classificationbreakdownbydisabilitystatus,30June2019
Trainee APS 1–2 APS 3–4 APS 5–6 EL SES
Classification
Disability No disability
%
Graduate0
5
10
15
20
25
30
35
40
45
Source: APSED June 2019 Table 77
Cultural and linguistic diversity
APSED data has historically been collected to inform metrics labelled ‘Non-English
Speaking Background (NESB)’. These metrics are split into two components: NESB 1
referstopeoplebornoverseaswhoarrivedinAustraliaaftertheageoffiveandwhose
firstlanguagewasnotEnglish;NESB2referstochildrenofmigrants.At30June2019,
5.4%oftheAPSidentifiedasNESB1,while9.1%wereNESB2.
The combined proportion of NESB 1 and NESB 2 employees has increased from 10.9% in
2000 to 14.5% in 2019. However, there has been a slight drop from a high of 14.7% in 2016
(Figure 3.1).
Australia’s population includes many people who were born overseas, have a parent
born overseas or speak a variety of languages. Together, these groups of people are
APS Employment Data 30 June 2019 release 17
Diversity
knownasCulturallyandLinguisticallyDiverse(CALD)populations.TheAustralian
BureauofStatisticsdefinestheCALDpopulationmainlybycountryofbirth,language
spokenathome,Englishproficiency,orothercharacteristicsincludingyearofarrivalin
Australia,parents;countryofbirthandreligiousaffiliation(ABS Standard for Statistics
onCulturalandLanguageDiversity(ABScat.No.1289.0)1999).Countryofbirth,first
languagespoken,mother’sandfather’sfirstlanguage,languagespokenathome
and year of arrival in Australia data elements are collected in the APS Employment
Database. The APSC is currently reviewing its data collection to move towards metrics
thatmorecloselyalignwiththeCALDmetricsusedbytheAustralianBureauof
Statistics.
At 30 June 2019, 22.3% of APS employees were born overseas with 16.2% from a
culturally and linguistic diverse country (predominately non-English speaking). Since
2000, there has been an increase in the proportion of APS employees born overseas,
especially those coming from non-English speaking countries (Figure 3.4). These trends
mirror that of the Australian population with 29.4% of Australians are born overseas and
20.9% of Australians are from a culturally and linguistic diverse country (ABS Migration,
Australia,2017–18(ABScat.No.3412.0)2019). The proportion of APS employees born
overseas is consistently lower than that of the Australian population (Figure 3.4).
Figure 3.4:ProportionofculturallyandlinguisticallydiverseemployeesJune2000–June 2019
APS CALD Country of Birth
%
0
5
10
15
20
25
30
35
2000 2002 2004 2006 2008 2010 2012 2014 2016 2018
June
APS—Born OverseasAustralian—Born OverseasAustralian CALD Country of Birth
Source: APSED 30 June 2019 and ABS Migration survey
18 APS Employment Data 30 June 2019 release
Diversity
Excluding APS employees born in Australia, as at 30 Jun 2019, most other employees
were born in either Asia (45.6%) or Europe (29.4%). Since 2000, there has been a
significantincreaseinemployeesfromAsiaandacorrespondingdecreasefromEurope
(Figure 5.5). In 2010, the number of APS employees born in Asia outnumbered those
borninEuropeforthefirsttime.Othercountryofbirthregionsmakeuplessthan10%
each and have only changed marginally over the last two decades. Compared to the
Australian population, the proportion of APS employees born in Asia is relatively higher
while all other regions have a slightly lower representation.
Figure 3.5:ProportionofAPSemployeesbornoverseasatJune2000–June2019
%
0
5
10
15
20
25
30
35
40
45
50
2000 2002 2004 2006 2008 2010 2012 2014 2016 2018June
Europe Oceania and Antarctica Africa and the Middle EastAsia Americas
Source: APSED
APS Employment Data 30 June 2019 release 19
Diversity
The most common overseas country of birth as at 30 June 2019 was England (14.1%)
although their proportional representation has declined from 24.9% in 2000. At 30 June
2019, seven of the top ten country of births were from the Asian region (Table 73). In
particular,theproportionofemployeesborninIndiaandChinahasincreasedsignificantly
over the last two decades.
Figure 3.6: Most common overseas countries of birth
As at 30 June 2019, the most common overseas countries of birth for APS employees was:
England 14.1%
India 11.4%
China 5.7%
New Zealand 5.4%
Source: APSED
Gender
The overall proportion of women in the APS was 59.6% at 30 June 2019. This is an
increase from 59.0% in 2018. The proportion of women in the APS has increased steadily
from 51.4% in 2000 (APSED June 2019 Table 72). Women make up an even higher
proportion of non-ongoing employees (63.3% in 2019) but unlike ongoing employees,
this proportion has changed little over the last 20 years.
Women have reached, and in most cases exceeded parity with men at every level up to
andincludingEL1(Figure3.7).TheproportionofwomenistwicethatofmenattheAPS
4classification;however,therewasalowerproportionofwomenattheEL2andSES
levelsthanmen.ThenumberofwomenattheEL2levelhascontinuedtoriseandasat
30 June 2019 represent 47.7% of employees at that level, up from 27.1% in 2000.
The proportion of women in the SES continued to rise, increasing from 44.7% to 46.3%
overthelastfinancialyear.In2000,womenonlymadeup25.1%oftheSES.
20 APS Employment Data 30 June 2019 release
Diversity
Duringthe2018–2019financialyear,57.0%ofemployeesjoiningtheSESwerewomen,
which is the highest rate of female representation entering the SES cohort ever recorded.
The2014–2015financialyearwasthefirsttimethatthenumberofwomen(75)entering
theSEScohortoutnumberedmen(68).Thistrendhascontinued,exceptfor2016–2017
when the proportion of women was 49.5%.
Womenrepresentjust37.3%oftheSESovertheageof55andonly43.8%ofongoing
separationduringthe2018–2019.Ifthistrendcontinues,thenitcouldbeexpectedthat
the proportion of women in the SES will continue towards parity (APSED June 2019 Tables
46 and 61).
Figure 3.7:ProportionofAPSemployeesbyclassificationandgender,30June2019
0
2
4
6
8
10
12
14
Trainee & Graduate
APS 1 & 2
APS 3 APS 4 APS 5 APS 6 EL 1 EL 2 SES
%
Men Women
Classification
Source: APSED June 2019 Table 10
APS Employment Data 30 June 2019 release 21
Movement of Employees
Movement
of EmployeesEach year large numbers of employees
move into and within the APS.
Duringthe2018–2019financialyeartherewere24,512movementsconsisting:
• 8,564 people engaged as ongoing employees
• 11,172 current employees promoted within their agency
• 1,272 current employees promoted to another APS agency
• 2,569 employees transferred permanently to another APS agency
• 935 employees temporarily transferred to another APS agency.
Thisequatesto18.3%ofongoingstafftakingupinitialemploymentorchangingjobs
within the APS in the year to 30 June 2019. The true mobility of the APS is however
higher and includes internal moves within each agency. APSED data does not include
movements at-level within agencies, or secondments among agencies.
Engagements of ongoing employees into the APS fell by 4.9% (8,564 new employees)
compared to the year to 30 June 2018, which saw 9,005 new employees. Since the
2000–2001financialyear,trendsinengagementshavefluctuatedfrom2,366duringthe
recruitmentfreezein2014–2015toapeakof20,949in2005–2006(APSED June 2019 Table 45).
Mostengagementsduringthe2018–2019financialyearwereattheAPS6(19.1%),APS4
(18.4%), and APS 5 (17.8%) levels (APSED June 2019 Table 46).
Approximately 40% of people engaged as ongoing employees were under the age of 30
yearscomparedtojust10.4%oftheongoingAPSworkforce(APSED June 2019 Table 45).
22 APS Employment Data 30 June 2019 release
Movement of Employees
Multi-agency experience
ThemajorityofAPSemployeeshaveonlyworkedinoneagency.At30June2019,70.1%
of ongoing APS employees had worked in one agency, 18.7% in two agencies and 11.2%
in three or more agencies (APSED June 2019 Table 40).
The proportion of APS employees with multi-agency experience varied based on some
key demographics. For example, ongoing employees who have worked in multiple
agencies are:
• inrelativelyseniorroles,including64.2%ofSESand42.9%ofEL
• located in the Australian Capital Territory—45.9%
• workinginmicroagenciesof20stafforfewer—63.4%
• working in policy agencies—52.2%.
The drivers behind these variables are arguably related. Most policy agencies are
locatedwithintheAustralianCapitalTerritory,whichaffectsthemobilityratesbehind
both location and agency type. Seniority is linked to employee’s tenure in the APS. The
averagelengthofserviceofSESis18.9years,affordingthemagreateropportunityto
work across multiple agencies.
Movements between agencies and temporary transfers
As a whole, movements between agencies are a relatively small part of the mobility
pictureacrosstheAPS.Inthe2018–2019financialyear,atotalof4,776or3.6%ofongoing
employees moved to another agency within the APS either via a permanent move, as a
promotion, or as a temporary transfer. Over the past 20 years this rate has remained fairly
steady,onlyfluctuatingbetween1.5%and3.6%.
A temporary transfer is the movement of an APS employee to another APS agency, at
anylevel,foraspecifiedperiodoftimewiththeintentionthattheemployeewillreturnto
their home agency.
At 30 June 2019, there were 935 temporary transfers across the APS, representing 3.8% of
allmovements.Thiswasanincreaseof255duringthe2017–2018financialyearandthe
secondhighestnumberafterthe2010–2011financialyear(Figure4.1).
APS Employment Data 30 June 2019 release 23
Movement of Employees
Thefourlargestagencies(ServicesAustralia,theAustralianTaxationOffice,the
DepartmentofDefenceandtheDepartmentofHomeAffairs)makeup54.6%oftheAPS,
butonly5.8%oftemporarytransfersduringthe2018–2019financialyear.Theagencies
thatmadeupasignificantnumberoftemporarytransfersweretheDepartmentof
ForeignAffairsandTrade(8.3%),theDepartmentofPrimeMinisterandCabinet(7.7%),the
National Disability Insurance Agency (5.6%) and the Department of Health (5.5%).
The data indicates that an agency’s size, function and location is linked to the frequency
of temporary transfers.
Employees working in Human Resources, Strategic Policy, Communications and
Marketing,ProjectandProgrammejobrolesarealsomorelikelytogoontemporary
transfer. Conversely, employees in Service Delivery, Science and Intelligence are less
likely to go on temporary transfer.
Almost three-quarters (71.6%) of temporary transfers were within the Australian Capital
Territory despite this region making up only 37.5% of the APS.
AmajorityoftemporarytransferstoanotherAPSagencywereatthesameclassification
level(Figure4.1).Sincethe2009–2010financialyear,theproportionoftemporary
transfersatthesameclassificationlevelrangedfrom72.7%to80.1%.Incontrast,between
the2001–02and2005–06financialyearstherewaslittledifferenceinthenumberof
temporary transfers at level and higher duties.
Figure 4.1:Temporarytransferatlevelorwithhigherduties,andyear,2000–2001to
2018–2019.
Source: APSED
0
100
200
300
400
500
600
700
800
900
2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019
Num
ber
Financial Year
Different level Same level
24 APS Employment Data 30 June 2019 release
Movement of Employees
Womenaremorelikelytogoontemporarytransferthanmen.During2018–2019,67.0%
of temporary transfers were undertaken by female employees. Over the last 20 years,
66.0% of employees who went on temporary transfer were women. This has been
consistentovertimerangingfrom60.3%duringthe2000–2001financialyeartoapeakof
71.4%inthe2008–2009financialyear.
Women in general are more mobile than men. As well as temporary transfers, women
also represent a greater proportion of permanent inter-agency movements. For example,
duringthe2018–2019financialyear,womenmadeup65.5%oftransfers/promotionsto
other APS agencies.
Transfer by classification
Asat30June2019,thehighestproportionoftemporarytransferswereattheAPS5–6
levels(41.8%)followedcloselybyEL’s(36.0%).APS3–4’smadeup18.1%oftemporary
transfers,3.4%wereattheSESlevelandonly0.5%wereAPS1–2’s.Relativetotheir
populationsize,EL’sandSESaremorelikelytogoontemporarytransferwhileAPS1–2’s
andAPS3–4’sarelesslikely.
Figure 4.2: Comparison of APS employees on temporary transfer with the APS
populationbyclassificationlevel,30June2019
0
5
10
15
20
25
30
35
40
45
APS 1–2 APS 3–4 APS 5–6 EL SES
%
Classification
Temporary transfers APS population
Source: APSED
APS Employment Data 30 June 2019 release 25
Movement of Employees
Length of temporary transfer
The median length of time employees go on temporary transfer to another agency is six
months.Thishasremainedconsistentoverthelast15years.Since2000,justover37%
of employees who went on temporary transfer ended up moving permanently to that
agency within six months of the temporary transfer ending.
Separations
Employees separate from the APS through a number of mechanisms, including
resignations, termination of employment, retrenchment, age retirement, physical or
mental incapacity, death or compulsory movement to a non-APS agency. During the
2018–2019financialyear,therewere12,100separationsofongoingemployees,the
highestnumbersincethe2007–2008financialyear.Unlikeengagements,separations
haveremainedrelativelystableovertime,generallyfluctuatingbetween7,000and
13,000 employees per year (Figure 4.3). (APSED June 2019 Table 60)
Resignations are consistently the most common separation type, and comprised 38.8%
ofallseparationsoverthe2018–2019financialyear.
Retrenchments were the second highest separation type across the APS making up
21.6%. Retrenchments continue to fall as a proportion of all separations from a peak of
42.7%ofseparationsduringthe2014–2015financialyear.
Trend data indicates the close relationship between numbers of resignations and
retrenchments. Generally, resignations will fall as the number of retrenchments rise. The
exceptiontothistrendcanbeseenforthe2018–2019period,wheresomeagencies
compulsorilytransferredtononAPSagencies,reflectedas‘other’inFigure4.3.Thishad
an impact on the number of resignations and retrenchments.
Ageretirementsarethethirdmostcommonseparationtypewith20.5%overthe2018–
2019financialyear.Thishasdecreasedslightlyfrom23.1%duringthe2016–2017financial
year. (APSED June 2019 Table 60).
26 APS Employment Data 30 June 2019 release
Movement of Employees
Thenumberofseparationsinthe2018–2019financialyearalsoincludedmovementof
employees from the Australian Signals Directorate in Defence out of coverage of the
Public Service Act 1999 on 1 July 2018.
Figure 4.3:Separationsbytype,30June2005–30June2019
June
0
10
20
30
40
50
60
70
80
2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019
%
Resignation Age retirement RetrenchmentOther Termination of appointment
Source: APSED June 2019 Table 60
APS Employment Data 30 June 2019 release 27
Job Families
Job FamiliesThe APSC has developed a ‘Job Family’
model, which groups functionally similar
jobsthatperformrelatedtasksandrequire
similar or related skills and knowledge
TheAPSCJobFamilymodelclassifiesjobsatthreelevels;byFamily,FunctionandRole.
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%) of
APS employees. The high number of roles mapped to the Job Family model to date
provides a reliable dataset for statistical modelling and forecasting.
MorethanaquarteroftheAPSworkinServiceDelivery(27.6%).Otherjobcategories
thatemploysignificantnumbersofAPSstaffareComplianceandRegulation(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
CentreroleremainsthemostcommontypeofworkintheAPS(15.2%).Staffworkingin
Call or Contact Centre roles are mostly employed by Services Australia, although the
DepartmentsofAgriculture,Veterans’AffairsandHomeAffairsalsohavearelativelylarge
28 APS Employment Data 30 June 2019 release
Job Families
numberofjobsinthisrole.OthercommonAPSJobRolesincludeAdministrativeSupport,
Compliance Case Management, Customer Support and Programme Advice and Support.
Gender
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%),TradesandLabour(71.8%)andICT(66.9%).
Figure 5.1. Proportion of men and women by Job Family
0
10
20
30
40
50
60
70
80
90
100
Health
Service DeliveryHum
an ResourcesCom
munications
Administration
Strategic PolicyLegal & Parliam
entaryAccounting & Finance
Project & Programm
eInform
ation & Knowledge
Monitoring & Audit
Compliance & Regulation
Organisation Leadership
Development Program
me
ResearchIntelligenceICT
ScienceTrades & LabourEngineering
%
Job Family
Men % Women %
Managem
ent
& Marketing
& Technical
Source: APSED
Location
ThegeographicdistributionofJobFamiliesacrossAustraliareflectsafocuson
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%)andOrganisationLeadership(57.7%).
APS Employment Data 30 June 2019 release 29
Job Families
Figure 5.2 Proportion of Job Families located outside the ACT
Job Family
Managem
ent
& Marketing
0
10
20
30
40
50
60
70
80
90
100
Service DeliveryCom
pliance & RegulationScience
Health
Trades & LabourLegal & Parliam
entaryResearchM
onitoring & AuditEngineering & Technical
Administration
Human Resources
Information & Knowledge
Accounting and Finance
IntelligenceCom
munications
Project & Programm
eOrganisation Leadership
ICT
Strategic Policy%
Source: APSED June 2019 table 26
Classification
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.
Morethanhalf(52.1%)ofAPS2toAPS4staffworkinServiceDeliverywhileafurther19.2%
are employed in Compliance and Regulation. There is a much greater spread across Job
FamiliesforAPS5andAPS6classifications,althoughasignificantproportionarestill
employedinServiceDelivery(18.2%)andComplianceandRegulation(12.1%).Staffatthe
EL1andEL2classificationsareemployedacrossmostJobFamilieswithasignificant
proportionworkinginStrategicPolicy(11.5%),ICT(11.3%)andProjectandProgramme
(9.9%).ThemajorityofSESworkinOrganisationalLeadership(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
30 APS Employment Data 30 June 2019 release
Job Families
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
havemovedagencies(includingtemporarymovements)duringthe2018–2019financial
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
Familyhadthehighestlevelofmobility,followedbyOrganisationalLeadership(6.0%).
TheJobFamilieswiththelowestmobilityoflessthan1%areTradeandLabour,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
0.4%
0.4%
0.7%
0.6%
1.1%
1.2%
1.9%
2.1%
2.4%
2.8%
2.9%
3.0%
3.0%
3.7%
3.7%
4.1%
4.5%
5.6%
6.0%
7.0%
0.0% 1.0% 2.0% 3.0% 4.0% 5.0% 6.0% 7.0% 8.0%
Trades & LabourScience
Engineering & TechnicalHealth
Compliance & RegulationService Delivery
Information & Knowledge ManagementICT
Development ProgrammeIntelligence
AdministrationAccounting & Finance
ResearchMonitoring and Audit
Project & ProgrammeLegal & Parliamentary
Human ResourcesCommunications & Marketing
Organisation LeadershipStrategic Policy
% that have moved agencies
Source: APSED
Appendix 1
APS Employment Data 30 June 2019 release 31
AppendixesAppendix 1 Machinery of Government changes
Table A1: Movement between APS agencies, 2018–2019
Date Agency employees moved from Agency employees moved toNumber of ongoing
staff
Number of non-ongoing
staff
1/07/2018 Social Services NDIS Quality and Safeguards Commission 34 1
1/07/2018 Human Services Australian Taxation Office 1 .
1/07/2018 Education and Training Prime Minister and Cabinet 3 .
1/07/2018 Education and Training Social Services 1 .
3/09/2018 Health Social Services 239 29
4/10/2018 Health Social Services 16 .
18/10/2018 Health Social Services 2 .
1/01/2019 Health Aged Care Quality and Safety Commission 180 11
1/01/2019 Human Services Health 1 .
1/01/2019 Australian Aged Care Quality Agency Aged Care Quality and Safety Commission 246 24
24/01/2019 Social Services Prime Minister and Cabinet 10 .
Table A2: Movements from Non-APS agencies during 2018–2019
Date Agency Ongoing
1/07/2018 National Disability Insurance Agency 1
2/07/2018 National Disability Insurance Agency 22
11/02/2019 National Disability Insurance Agency 32
20/02/2019 National Disability Insurance Agency 158
29/04/2019 National Disability Insurance Agency 9
Appendix 1
32 APS Employment Data 30 June 2019 release
Table A3: Changed APS numbers resulting from Machinery of Government changes, 2002 to 2019
Additions Reductions
Ongoing Non-ongoing Total Ongoing Non-ongoing Total
2000–01 0 0 0 0 0 0
2001–02 0 0 0 1 0 1
2002–03 37 2 39 0 0 0
2003–04 231 0 231 1 0 1
2004–05 121 5 126 1,361 101 1,462
2005–06 5,081 259 5,340 0 0 0
2006–07 492 56 548 3 1 4
2007–08 150 400 550 0 2 2
2008–09 359 65 424 0 464 464
2009–10 21 0 21 0 0 0
2010–11 214 41 255 0 0 0
2011–12 212 32 244 4 0 4
2012–13 12 0 12 0 0 0
2013–14 222 2 224 2 0 2
2014–15 40 0 40 0 0 0
2015–16 727 50 777 299 87 386
2016–17 109 0 109 0 0 0
2017–18 53 0 53 0 0 0
2018–19 222 0 222 1809 24 1833
Appendix 1
APS Employment Data 30 June 2019 release 33
Table A4: Changes to names and portfolio
Date Entity Name Portfolio Change Change Details
30/05/2019Department of Agriculture and Water Resources
Agriculture Name Department of Agriculture
30/05/2019Asbestos Safety and Eradication Agency
Attorney-General’s
PortfolioEntity moved from Jobs and Small Business to Attorney-General’s
30/05/2019Australian Building and Construction Commission
Attorney-General’s
PortfolioEntity moved from Jobs and Small Business to Attorney-General’s
30/05/2019 Fair Work CommissionAttorney-General’s
PortfolioEntity moved from Jobs and Small Business to Attorney-General’s
30/05/2019 Fair Work OmbudsmanAttorney-General’s
PortfolioEntity moved from Jobs and Small Business to Attorney-General’s
30/05/2019 Safe Work AustraliaAttorney-General’s
PortfolioEntity moved from Jobs and Small Business to Attorney-General’s
30/05/2019 ComcareAttorney-General’s
PortfolioEntity moved from Jobs and Small Business to Attorney-General’s
30/05/2019Department of Education and Training
Education Name Department of Education
30/05/2019Department of Jobs and Small Business
Employment, Skills, Small and Family Business
NameDepartment of Employment, Skills, Small and Family Business
30/05/2019Australian Skills Quality Authority
Employment, Skills, Small and Family Business
PortfolioEntity moved from Education and Training to Employment, Skills, Small and Family Business
30/05/2019Department of Human Services
Social Services Name Services Australia (part of Social Services)
30/05/2019Digital Transformation Agency
Social Services PortfolioEntity moved from Prime Minister and Cabinet to Services Australia (part of Social Services)
30/05/2019Department of Infrastructure, Regional Development and Cities
Infrastructure, Transport, Cities and Regional Development
NameDepartment of Infrastructure, Transport, Cities and Regional Development
28/03/2019National Queensland Water Infrastructure Authority
Infrastructure, Transport, Cities and Regional Development
AddA new non-corporate Commonwealth entity established on 28 March 2019.
28/03/2019National Queensland Livestock Industry Recovery Agency
Prime Minister and Cabinet
AddA new non-corporate Commonwealth entity established on 2 March 2019.
https://www.finance.gov.au/resource-management/governance/
34 APS Employment Data 30 June 2019 release
Appendix 2
34 APS Employment Data 30 June 2019 release
Appendix 2Organisations not separately identified in tablesThe tables listed below represent the data available from the Australian Public Service
Employment Database (APSED).
The APSED stores the employment data of all current and former APS employees, which
is supplied from the human resources systems of the APS agencies.
Note that employees of the agencies listed below (under their portfolio department) are
included in the employee numbers of their portfolio department within relevant data
tables. However, this year we have added a new table that provides metrics to these
entities (Table 30).
Attorney-General’s:
• Australian Government Solicitor
Health:
• Therapeutic Goods Administration
• OfficeoftheGeneTechnologyRegulator(OGTR)&NationalIndustrialChemicals
NotificationandAssessmentScheme(NICNAS)
Industry:
• Geoscience Australia
• IP Australia
• Questacon—National Science and Technology Centre
Treasury:
• AustralianOfficeofFinancialManagement
• Commonwealth Grants Commission
• Royal Australian Mint
APS Employment Data 30 June 2019 release 35
Appendix 2
Online table index Table 1: All employees: gender by employment category, 30 June 2000 to 30 June 2019
Table 2: Ongoing employees: agency by employment status, gender and employment category,
30 June 2019
Table 3: Non-ongoing employees: agency by employment status, gender and employment
category, 30 June 2019
Table 4: All employees: agency by employment status, gender and employment category,
30 June 2019
Table5:Ongoingemployees:agencybybaseclassificationandemploymentcategory,
30 June 2019
Table6:Non-ongoingemployees:agencybybaseclassificationandemploymentcategory,
30 June 2019
Table7:Allemployees:agencybybaseclassificationandemploymentcategory,30June2019
Table8:Allemployees:agencybygenderandclassificationlevel,30June2019
Table9:Allemployees:locationbybaseclassificationandemploymentcategory,30June2019
Table10:Allemployees:baseclassificationbygender,30June2000to30June2019
Table 11: All employees: location (statistical area four) by year, 30 June 2003 to 30 June 2019
Table 12: All employees: location by year, 30 June 2003 to 30 June 2019
Table13:Allemployees:paidclassificationbygender,30June2010to30June2019
Table 14: All employees: agency by location, 30 June 2019
Table 15: All employees: agency by age group, 30 June 2019
Table16:Allemployees:locationbybaseclassificationandgender,30June2019
Table17:Allemployees:employmentstatusbybaseclassificationandgender,30June2019
Table18:Allemployees,employmentstatusbybaseclassificationandemploymentcategory,30
June 2019
Table19:Allemployees:agencybybaseclassificationgroup,30June2018and2019*
Table20:Allemployees:agencybymedianlengthofservice(years)andbaseclassification,30
June 2019
Table21:Allemployees:agegroupbybaseclassificationandemploymentcategory,30June2019
Table22:Allemployees:agegroupbybaseclassificationandgender,30June2019
36 APS Employment Data 30 June 2019 release
Appendix 2
36 APS Employment Data 30 June 2019 release
Table23:Allemployees:highesteducationalqualificationbybaseclassificationandgender,
30 June 2019
Table 24: All employees: Job family by gender, 30 June 2019
Table25:Allemployees:jobfamilybypermanencystatus,30June2019
Table26:Allemployees:jobfamilybylocation,30June2019
Table27:Allemployees:jobfamilybyclassificationlevel,30June2019
Table 28: Agency type and agency size by headcount, June 2019
Table29:Agencymetrics,30June2019and2018–19
Table30:AgencymetricsbrokendownbyCategoryEagencies,30June2019and2018–19
Table31:Ongoingemployees:agencybypaidclassification,30June2019
Table 32: Non-ongoing employees: agency by non-ongoing category and gender, 30 June 2019
Table33:Non-ongoingemployees:agegroupbybaseclassificationandgender,30June2019
Table 34: Ongoing employees: length of service by gender, 30 June 2000 to 30 June 2019
Table 35: Ongoing employees: age group by gender, 30 June 2000 to 30 June 2019
Table 36: Ongoing employees: age group by employment category, 30 June 2000 to 30 June 2019
Table37:Ongoingemployees:agencyretention,30June2018to30June2019*
Table38:Ongoingemployees:agencybytemporaryassignmentclassification,30June2019
Table39:Allemployees:agencybyhighesteducationalqualification,30June2019
Table40:Ongoingemployees:agencybynumberofagenciesworkedinandbaseclassification
group, 30 June 2019
Table41:Ongoingemployees:baseclassificationbypaidclassificationandgender,30June2019
Table42:Allemployees:meanage(years)bylocation,baseclassificationandgender,30June2019
Table43:Allemployees:medianlengthofservice(years)bylocation,baseclassificationand
gender, 30 June 2019
Table 44: Ongoing employees: agency by operative status (including maternity related leave)
andgender,30June2019**
Table45:Engagementsofongoingemployees:agegroupbygender,1999–00to2018–19
Table46:Engagementsofongoingemployees:classificationbygender,1999–00to2018–19
*Employeesaffectedbymachinery-of-government(MoG)changesduring2018-19arenotincludedinthistable.
**Fordefinitionsofoperativestatusandmaternity-relatedleave,seeAPSEDmanual.
APS Employment Data 30 June 2019 release 37
Appendix 2
Table47:Engagementsofongoingemployees:agencybymajorclassificationgroup,2017–18and
2018–19***
Table48:Engagementsofongoingemployees:agegroupbyclassificationandgender,2018–19
Table49:Engagementsofongoingemployees:priorserviceinAPSbyclassificationandgender,
2018–19
Table50:Engagementsofongoingemployees:highesteducationalqualificationbyclassification
andgender,2018–19
Table51:Engagementsofongoingemployees:previousemploymentbyclassificationandgender,
2018–19
Table52:Engagementsofongoingemployees:locationbyclassificationandgender,2018–19
Table53:Engagementsofongoingemployees:meanage(years)bylocation,classificationand
gender,2018–19
Table54:Promotionsofongoingemployees:classificationpromotedfromandtobygender,2018–19
Table55:Promotionsofongoingemployees:meanage(years)bylocation,classificationand
gender,2018–19
Table56:Promotionsofongoingemployees:agencybyclassification,2018–19
Table57:Promotionsofongoingemployees:within,fromandtootheragencies,2018–19
Table58:Transfersofongoingemployees:fromandtootheragencies,2018–19
Table59:Movementofongoingemployees:locationfromandtobygender,2018–19
Table60:Separationsofongoingemployees:typeofseparationbygender,1999–00to2018–19
Table61:Separationsofongoingemployees:baseclassificationbygender,1999–00to2018–19
Table62:Separationsofongoingemployees:agegroupbygender,1999–00to2018–19
Table 63: Separations of ongoing employees: resignations by age group and gender, 1999-00 to
2018–19
Table64:Separationsofongoingemployees:ageretirementsbyagegroupandgender,1999–00
to2018–19
Table65:Separationsofongoingemployees:retrenchmentsbyagegroupandgender,1999–00to
2018–19
Table66:Separationsofongoingemployees:separationtypebybaseclassificationandgender,
2018–19
***AgencieswereaffectedbyAAOchangesduring2018-19.Appendixesshouldbenotedwhenmakingcomparisons between the two years' data.
38 APS Employment Data 30 June 2019 release
Appendix 2
38 APS Employment Data 30 June 2019 release
Table67:Separationsofongoingemployees:agencybytypeofseparation,2017–18and2018–19
Table68:Separationsofongoingemployees:agencybytypeoftermination,2018–19
Table69:Separationsofongoingemployees:agencybybaseclassification,2018–19
Table70:Separationsofongoingemployees:lengthofservicebybaseclassificationandgender,
2018–19
Table 71: Separations of ongoing employees: length of service by type of separation and gender,
2018–19
Table 72: All employees: diversity group, 2000 to 2019
Table 73: All employees by country of birth, June 2019
Table 74: Ongoing employees: agency by diversity group, 30 June 2019
Table 75: Non-ongoing employees: agency by diversity group, 30 June 2019
Table 76: All employees: agency by diversity group, 30 June 2019
Table77:Allemployees:baseclassificationbydiversitygroupandgender,30June2019
Table78:Allemployees:diversitygroupbyhighesteducationalqualificationandgender,
30 June 2019
Table79:Engagementsofongoingemployees:classificationbydiversitygroupandgender,
2018–19
Table80:Separationsofongoingemployees:baseclassificationbydiversitygroupandgender,
2018–19
Table 81: Average age by year
3339