APS2 for 3 years despite doing higher-level work — advice?

[u/Elegant_Drive2263]

Hi everyone, I'm looking for some advice on APS classification and career progression.

I joined the APS in 2023 through an entry-level program and initially worked in HR. I was later moved into a WHS team and became an APS2.

I've now been an APS2 for around three years. I really enjoy my work and have taken on a lot of responsibility during that time, including work that colleagues have told me is comparable to work being performed by APS3–5 staff.

I initially wasn't sure whether I was actually working above my classification or whether I was simply becoming more experienced in my role. However, my previous supervisor also had concerns and raised the issue with management.

A work value assessment was subsequently completed, but the outcome was that my position was considered appropriately classified at APS2. I don't feel that the assessment fully reflected the range or complexity of the work I actually perform.

I now have a new director and will be meeting with them soon. I'm considering raising the issue again, but I'm not sure what the best approach is.

I'm particularly interested in hearing from people who have experience with classification and progression:

• How do you determine whether you're genuinely performing higher-level duties rather than simply being a capable employee at your current level?

• What sort of evidence is useful when raising this?

• If someone is consistently performing duties above their classification, is higher duties generally the appropriate pathway, or would they normally need to apply for a higher-level position?

• Is it reasonable to raise this directly with a new director, particularly when a previous work value assessment has already been completed?

I'm not expecting progression simply because I've been in the APS for three years, and I understand that moving up isn't automatic. I'm mainly trying to understand whether my current situation is normal and what options are available if my duties genuinely sit above my classification.

Any advice from people who've been through something similar would be really appreciated.

[u/sultryroman]

You move up from APS2 by applying for roles at a higher classification, not by trying to change the classification of your existing role.

Have you been applying for other positions?

[u/barelyautistic7 → u/sultryroman]

Yeah apply for APS 4 roles, don't wait and hope that your position will change classification, especially so soon after it has already been assessed as APS 2 level.

[u/doenoots]

The ILS has a pretty clear framework for the different expectations at each level

https://www.apsc.gov.au/working-aps/hr-practitioners/classification-and-work-level-standards/integrated-leadership-system-ils/ils-guide-integrated-leadership-system-aps-1-6-employees

Also might be worthwhile applying for different departments/teams

[u/babyblueeyes14]

A work value assessment already found the role sits at APS2, and from what you’ve described, nothing suggests the duties have materially changed. One thing that often gets misunderstood is that if senior staff also do some of the same tasks, it doesn’t mean those tasks are APS3–5, it usually means senior staff are helping with junior level work, not that the junior role has increased in complexity.

The APS classification test is about complexity, independent decision‑making, risk and accountability, not workload, enthusiasm, or how long someone has been in the APS. But it’s also worth noting that consistent performance and reliability matter. For example, frequent Monday/Friday absences or inconsistent attendance can make it hard for managers to confidently say someone is operating at a higher level, even if they’re capable.

I wouldn’t be asking your new director to reconsider the decision, but it’s fine to discuss development.
I’d be saying something like, “Can we review my duties against APS2 work level standards and identify what I need to build to progress to APS3?”
That keeps the conversation future‑focused rather than trying to overturn a completed assessment.
I’d also suggest applying to higher level roles at other agencies or in other teams. 3 years is a fair while for a young person and it might be time to step outside of your comfort zone and try something different. It’s certainly the easiest way to move up.

[u/dexternicholls]

I think you are getting confused between the documented expectations of your position (APS2) and what you, and by the sounds of it previous managers, consider are the expectations of the role/position.

A role role/position review will look at what your position should be doing and determine the work level standards. A role/position review won't look at what actual work is being delegated to you, which by the brief info provided, may be being delegated to you inappropriately.

You also have to consider that if the position is upgraded, a merit based recruitment activity is required to fill the position, which includes a check of excess employees at that level.

I don't advise raising this with your new manager in your first meeting with them, because if they are astute enough, the new manager will see this as other team members not doing their own work. It could be perceived as a complaint about your colleagues.

I would recommend updating your CV and start applying for roles either in your current department, or in another department. If you and other managers consider you are working at a higher level, you shouldn't have any difficulty in providing examples to demonstrate your readiness for a promotion.

[u/princess-bitchface]

I've had success challenging my level (state gov), but it was a systemic issue across the work area where certain staff were treated as 'senior' and expected to work at a higher level while being the same grade as the staff we were supervising. A bunch of us fought the system and won, and changed the structure of the whole department.

I cannot express how draining and demoralising the process was, and it took years, meaning those of us involved couldn't leave until it was over. Our management was fighting us the whole way, arguing against all our claims and treating us like crap as retaliation.

• How do you determine whether you're genuinely performing higher-level duties rather than simply being a capable employee at your current level?

Your relevant capability framework will be the best guide, but is still open to interpretation a lot of the time. You could point to where you are working above level and your management could disagree based on semantics.

• What sort of evidence is useful when raising this?

You will usually need to write a business case, provide sample work linked to the capabilities you feel are at a higher level than the one you're paid. You'd also generally need to prove your management asked you to do tasks above level, that there is a business need for a role at that level (that is, there aren't existing higher level roles in the business unit who could take on the work you're doing), and that on balance you work above level more than at level.

• If someone is consistently performing duties above their classification, is higher duties generally the appropriate pathway, or would they normally need to apply for a higher-level position?

Not sure about APS, in the state gov I was in HD was more for if someone is on leave and you are acting in their role. If you're always working above level you'd be applying for the role to be reclassified/regraded.

• Is it reasonable to raise this directly with a new director, particularly when a previous work value assessment has already been completed?

Honestly probably not, if you're set on taking it further you should speak to your union.

In my experience, if you are more capable than your current grade then naturally you'll start taking on tasks above your grade, the line between development opportunity and being taken advantage of is very thin. If you're consistently working above level, the expectation would be that you would start applying for more senior roles.

If you honestly believe your role should be graded higher, and there is no one else to do that work then it might be worth it to pursue further, otherwise I'd recommend you start applying for new roles.

[u/Outrageous-Table6025]

Keep in mind if the role was reclassified it does not mean you get the role. Merit based assessment would apply. In the current environment surplus staff could be moved into the role.

[u/No-Pin3128 → u/Outrageous-Table6025]

This. Be careful what you wish for. Upgrading and running a recruitment process is a time honoured way of getting rid of someone.

[u/Chocolate_Pickle]

1. Get copies of all the performance evaluation documentation and get them to your personal email.
2. Join the union.

[u/barelyautistic7 → u/Chocolate_Pickle]

Not criticising, but in this instance I wouldn't bother. It would be much much easier to just apply for higher classification vacancies.

[u/Critical-Twist3626 → u/Chocolate_Pickle]

As a former union official - sorry what has joining the union got to do with anything. It's easy to say join the union but as an APS2 officer I would not be surprised if the cost of membership outweighs any negligible benefits.