For professionals considering a move into the Government sector, one of the first things they notice is that salary structures differ from those in the private sector. Rather than individually negotiated salaries, most public sector roles sit within defined classification frameworks or salary bands. These systems are designed to provide transparency, consistency and fairness across agencies. While the naming conventions vary across federal, state, and local government, the underlying concept is similar: roles are grouped by responsibility, expertise, and leadership scope , with salary progression built into each level. Federal Government: Australian Public Service (APS) The Australian Public Service uses a nationally recognised classification framework across federal departments and agencies. Typical APS levels include: APS1–APS3 Entry-level and operational roles providing administrative or technical support. APS4–APS5 Advisory and specialist roles across policy, program delivery, administration and technical disciplines. APS6 Senior advisors and team leaders with greater responsibility for decision-making and stakeholder management. Executive Level 1 (EL1) Managers responsible for leading teams, programs or major policy areas. Executive Level 2 (EL2) Senior leaders managing significant functions, projects or strategic initiatives. Senior Executive Service (SES) Executive leadership responsible for large divisions, national programs and organisational strategy. Within each classification level, employees typically progress through incremental salary steps as they gain experience and capability. State Government Classification Frameworks Each state government maintains its own classification system, although many follow a similar progression from operational roles through to senior leadership. For example: New South Wales Government Roles are commonly structured using Clerk Grades , such as: Clerk Grade 5/6 Clerk Grade 7/8 Clerk Grade 9/10 These classifications generally reflect increasing responsibility, policy influence and leadership scope. Queensland Government Many roles fall under Administrative Officer (AO) or Professional Officer (PO) classifications. Examples include: AO3–AO4: operational and administrative roles AO5–AO6: advisors and specialists AO7–AO8: senior advisors and managers Victoria Government The Victorian Public Service uses the VPS classification framework , including: VPS2–VPS3: operational roles VPS4–VPS5: advisors and specialists VPS6: senior management and program leadership While titles vary between states, the frameworks all aim to align salary with responsibility, complexity and leadership scope. Local Government (Councils) Local councils typically use banded salary structures through enterprise agreements, rather than national classification systems. Most council roles are grouped within bands that broadly align with the complexity and responsibility of the role. Examples may include: Band 3–4 Operational roles or technical support positions. Band 5–6 Professional roles such as planners, analysts, project officers and specialists. Band 7–8 Senior leadership roles managing teams, programs or strategic initiatives. Because councils vary widely in size and structure, the exact banding and salary ranges can differ between organisations. Understanding Salary Bands Matters For professionals exploring careers in the public sector, understanding classification structures can provide valuable clarity. Salary band frameworks help candidates: Compare roles across different government levels Understand progression pathways within the public sector Set realistic expectations when applying for roles While the terminology differs across jurisdictions, the core principle remains the same: public sector salary structures are designed to align remuneration with responsibility, capability and impact. For many professionals, these frameworks also provide clear career progression pathways within government. Get in touch Explore jobs available

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Do you know the benefits of partnering with a Local Buy pre-approved supplier? In Queensland's public sector, staffing solutions are crucial in ensuring smooth operations, and partnering with organisations through Local Buy can save you time and money. As your trusted recruitment agency specialising in the public sector, with the privilege of being a Local Buy's Preferred Supplier, we understand the unique challenges and requirements that Local Government Councils, State Government Departments, Government Owned Corporations (GOCs), Water Authorities, and Not-For-Profit organisations face. Being under Local Buy's label assures you of our quality standards and guarantees an easy mind when choosing PSP for recruitment services. Partnering with us offers numerous benefits that can streamline hiring processes and drive your organisation forward. Who is Local Buy? The Local Government Association of Queensland (LGAQ) created Local Buy in 2001 when councils sought procurement help. Access to Local Buy is a valuable component of LGAQ membership, and the profits are returned each year to the LGAQ, investing to help keep council membership fees low. Local Buy helps Councils meet legislative, reputation and compliance needs, simplifying the process by connecting councils to pre-qualified local Queensland suppliers, big and small. This saves time and money and reduces councils' need to tender, advertise and prepare contracts. What is a Pre-Qualified Supplier? A Local Buy Pre-qualified Supplier refers to a company that has been thoroughly evaluated and deemed to possess the essential technical, financial, and managerial expertise required to deliver services or provide goods per specific standards. Once a company is appointed as a Local Buy Pre-qualified Supplier, it becomes visible to councils and other government organisations searching for the products and services offered through that arrangement. Why Organisations Choose Local Buy Local Buy is a trusted and efficient procurement partner for Queensland's public sector entities and beyond. They help organisations by reducing risk, saving time/money and improving governance, and buyers have spent over $1.9 Billion through Local Buy Arrangements over the past three years. Reduce Risk: Mitigating risks associated with procurement is essential for any organisation. Government procurement is costly, and organisations need to manage fraud and corruption risks, complying with Queensland Audit Office standards. Local Buy offers a robust framework that ensures compliance with regulatory requirements and best practices, minimising the likelihood of legal or reputational issues. Save Money: Maximising cost-efficiency is one of the top priorities for most government organisations. Local Buy facilitates cost savings through competitive pricing and streamlined procurement processes, often removing the necessity of opening a Tender process. Improve Governance: Effective governance is essential for maintaining transparency, accountability, and integrity in procurement practices. Local Buy promotes good governance by providing a centralised platform for procurement activities, standardised procedures, and clear guidelines. By adhering to Local Buy arrangements, organisations can enhance governance frameworks, minimise procedural discrepancies, and ensure fair and equitable treatment of suppliers. Access to Trusted Suppliers: Local Buy is a gateway for councils and other organisations to connect with a network of trusted suppliers who understand the unique needs and challenges of Local Government. With over 4,000 registered suppliers and a growing pool of 250 organisations utilising Local Buy, entities gain access to a diverse range of vendors offering quality products and services. Conclusion The statistics speak volumes about the effectiveness and popularity of Local Buy among Queensland's public sector entities. With 800 purchasers actively utilising the platform, including all 77 Queensland councils , a significant portion of Requests for Quotations (RFQs), approximately 60% , are processed through their VendorPanel. Moreover, the consistent growth in the number of organisations leveraging Local Buy, coupled with a 12% usage increase in 2024, underscores its proven track record in delivering tangible results. Notably, the $850 million spent through Local Buy over the past year reflects its substantial impact on procurement outcomes and financial stewardship across the region. As an approved Preferred Supplier, Public Sector People is proud to be part of Local Buy's proven success and continuous growth. This partnership reinforces our commitment to public sector excellence and the highest standards in providing our services. Our tailored expertise ensures that we can efficiently source candidates who possess the requisite skills and align with your organisation's values and objectives. With our compliance assurance, streamlined processes, cost efficiency, and access to a diverse talent pool, we are here to help you overcome recruitment challenges. Contact our specialists today to learn more about us and how we can support your team's growth: Get in touch

Are you feeling that you need a change for your career this year? Do you want to explore new opportunities? If so, you're not alone. Many people look to make a career transition when entering a new year. The concept of a career move has become more diverse than ever. Beyond the traditional notions of climbing the government ladder, professionals now consider various possibilities – from seeking promotions to changing sectors or transitioning to new organisations. It requires a flexible mindset and a strategic approach tailored to your unique aspirations. But where do you start? In this article, we'll provide you with 10 tips that can help you make a successful career move in 2024. From identifying your reasons for a career change to staying positive and motivated throughout the process, we've got you covered. Let's dive in! 1 - Defining Your Career Objectives Start by defining what a career move means to you. Are you seeking a promotion within your current organisation, aiming to switch industries, or exploring opportunities in different agencies? Clearly understanding your objectives will guide your strategy and help you make informed decisions. Before diving into the job market, take the time for introspection. Evaluate your skills, values, and interests. Set clear, realistic goals for your career change within the public sector to align your aspirations with potential opportunities. 2 - Ask Internally If you are already working for a public sector organisation and enjoy your current position, consider exploring internal opportunities first. Moving within the same organisation offers advantages such as familiarity with the company culture, established trust, and a quicker onboarding process. Whether you are considering climbing up the ladder with a promotion, or a side step to a different sector, it’s always best to assess your internal opportunities first before looking elsewhere.

​RLeadership & Strategic positions are often challenging to appoint across the wider Public Sector for a multitude of reasons. Although different in each case, it's often due to competition from the private sector as well as various government departments, demands of the candidate market coupled with salary and career expectations and pressure on salaries. Although you may think the easiest way to find those professionals would be to work with as many recruitment agencies as possible to cover a wider audience, the solution which offers a higher level of success is likely different.

​Now is a great time to consider taking an opportunity within the Public Sector in Queensland. The Sunny state is growing.

In the lead up to Australia’s Jobs and Skills Summit for 2022 (the Summit), the Federal government have revealed the country’s most in-demand jobs based on the government’s Skills Priority List, current data on job vacancies, current employer demand and the projected growth in employment over the next five years. These ‘hottest’ occupations included construction managers, civil engineers, ICT business and systems analysts and software and application programmers.

Onboarding is often argued as the prime opportunity for employers to win the hearts and minds of new employees. However, organisations can underestimate the importance of onboarding, as they’ve already ‘landed’ their dream candidate. But, an employee’s experiences with an organisation within the first 6 months to a year (which is how long experts believe onboarding to last) will play an integral role in an organisation’s overall productivity levels. The initial interactions a new starter has with the government agency or public sector organisation will colour their future experiences with that government agency and consequently, negative onboarding experiences often contribute significantly to that new starter leaving the new workplace within the year.

​The Hybrid Work Model emerged after the pandemic first hit, where many employees were forced to work remotely for an extended period of time to adhere to COVID-19 restrictions. It’s important to note that in 2019 before COVID-19 was detected in Australia, about a third of the country’s working population was regularly working from home (Siebert,2020). However, at the height of COVID restrictions in 2020, 56% of all Australian Public Service employees were working from home (Australian Public Service Commission, 2020). This is significant, as traditionally due to the sensitive nature of the information Australian Public Service Workers often deal with and the requirements of the services they provide (e.g. emergency services) those working within Local Councils or Government agencies have always been required to work predominantly in the physical office.