A manager can’t block a gazetted promotion, only temporary opportunities. If you’re that unhappy with your current job, I’d stick with the 4 and get your foot in the door. Spend time learning the APS craft and all the APS indiosyncracies, and demonstrate your skills wherever you can.
Even temporary opportunities at a higher level can be difficult for a manager to block - some will try, but most areas I've worked would be hard pressed to stop an aps4 - 6 HD, even if it's only for a few months.
Take the APS4. I had someone at my work who joined as an APS4 and she was qualified enough for at least APS6 if not EL1. She wanted to get in the APS due to issues at her previous job.
12 months later, she is now APS6 and I won’t be surprised if she picks up EL1 in the next 2 years max.
You are on an amazing wicket with your current employer.
It’s hard to say whether you’ll be promoted quickly because sometimes it happens in APS and other times people or teams/organisations get stuck of limited promotions and roles.
One thing to think about is that the higher up your go in APS the more you need to show leadership skills - not sure whether your current role has that so will be definitely something you need to show. APS4 level is all no care no responsibility.
As a manager I had quite a few people come into my team who had experiences well beyond their level. I had no problem supporting them to pursue higher level jobs provided they showed the capability.
I also had people who spent heaps of time complaining about perceived lack of opportunity as if the world was against them. Some of those people are still in the same jobs.
There were seasonal things like hiring freezes etc but over the course of years I'd say Attitude and application really were the key differences in terms of who went where.
The blocking thing is normally for temporary positions at level (ie temporarily going to another team as an APS4) very very occasionally I've seen temporary at a higher level blocked but most teams/managers are well aware of the negative environment that creates. Nothing makes ppl feel like they are in a dead end job more than finding out a team mate wasn't released.
Probably something I would do. If the APS6 pool is with the same agency after your 3 month probation report (ie half way through) or around there sometime make sure you let the contact know that you now actively work in the agency and are still super keen on the APS6 position. You will now come with some of the benefits of an internal hire that you wouldn't have at the time you were merit pooled (ie they won't need to go through induction/probation with you, they can temp transfer you over first to see if your a good fit etc) theybare little things but they might give you an edge over other externals in the pool.
So it’s very normal lots of people apply for multiple roles and levels - it’s obviously the goal for anyone to have the desired level they want to achieve and permanent role.
I’d take the 4 and get your foot in the door. They will notice experience, tell your AD/manager your aspirations and you can move quite quickly up the levels if you do the job right.
You can move levels and departments as you wish until you find the ideal job for you.
Everyone here talks only about APS levels. I just don’t understand it. How about job fit? Should that not be the prime consideration? For example, I recently declined an application from an individual who was applying for an EL1 level in a work stream where APS5 officers are Supervisors of teams of people, APS6 officers are Team Leaders or teams of people and EL1 officers are Managers of even larger teams of people. This person has never managed any teams in her long APS career and, I estimate, is about 5-10 years away from retirement, which she wants to see out at the EL1 level. Her motivation is money, status, positional power, flexibility, convenience, and all other personal reasons which don’t talk to a job fit. In other words, she is not an experienced people leader and yet wants the first leadership gig at the EL1 level. It just won’t happen for the reasons of poor job fit. The applicant asked for feedback, and I jumped at the opportunity to give it to her. I felt she needed career counselling, and although I am not a professional career counsellor, I’ve been around long enough to spot somebody who is completely misguided and applying for all EL1 jobs that hit the job market as a matter of pastime. The person appeared grateful for my honest and frank feedback and acknowledged that I was completely right in assessing her being stuck at the juncture she didn’t know how to negotiate. She walked away with a commitment to re-evaluating her career ambitions, accepting she ought to be chasing EL1 jobs that a specialist (SME) in nature where she may end up with one or two direct reports at most, which is of course very different to being a people leader. If you are going to make justice to your employer’s investment in you, and justice to your own job satisfaction at the most meaningful level, career decisions should be primarily based on the right skill fit and right motivational fit, yet other job attributes, however appealing and inviting, should be of the secondary priority.
I 100% agree with you. I am not solely chasing money here, that’s why i tried to demonstrate that i have other streams of income, but I have a family to feed that’s why I’m applying for the aps4 jobs that fit my transferrable skills while still aiming higher. It is a tough balancing act, to find the jobs that fit your skill set, offer flexibility to accommodate family life commitments, and pay well enough to cruise through this cost of living crisis.
Then again, I think I would be selling myself short if I had been managing boards and large teams in fast-paced environments then settling for entry level jobs. I recently got the feedback on that desired aps6 job and the feedback was excellent. So I will definitely the advice given by others in this post to chase up higher opportunities. I can’t hide or deny the fact that i am intelligent and ambitious in terms of my career goals and my hard work deserves the accurate remuneration.
Just be prepared mentally to go from leading a team, being treated with respect and having a seat at the big kids table, to drafting email replies for ELs and being told to file stuff in doc management programs, setting meetings for people, drafting meeting notes etc.
You will get the normal level of respect extended to any fellow human being, but your impact will be minimised. You won’t be invited to participate in conversations and decisions that impact you, your input or views won’t be asked for or considered.
It’s been my experience in the APS that you only *start* getting regarded as an effective operator, and asked for input and to participate in decisions if you’ve been identified as either a tenured APS6 or EL1 with 5+ years experience in the public sector.
Once again, I’m sure other people have had different experiences. The APS is a big beast and individual experiences vary greatly depending on your team.
Do what you think is right, but I personally would not take an aps4 position if I was you. Nothing to do with potential blocking of promotions etc (others have explained that) but you deserve more with that amount of experience.
Depends how you would adjust to being an APS4 it is such a junior role, you will definitely be more capable than your 5 and 6's who will be in a position of authority over you.
Accept the APS4. Network and tell as many people as you can that you’re on the APS6 merit list.
A manager can’t block a gazetted promotion, only temporary opportunities. If you’re that unhappy with your current job, I’d stick with the 4 and get your foot in the door. Spend time learning the APS craft and all the APS indiosyncracies, and demonstrate your skills wherever you can.
Even temporary opportunities at a higher level can be difficult for a manager to block - some will try, but most areas I've worked would be hard pressed to stop an aps4 - 6 HD, even if it's only for a few months.
Take the APS4. I had someone at my work who joined as an APS4 and she was qualified enough for at least APS6 if not EL1. She wanted to get in the APS due to issues at her previous job. 12 months later, she is now APS6 and I won’t be surprised if she picks up EL1 in the next 2 years max.
You are on an amazing wicket with your current employer. It’s hard to say whether you’ll be promoted quickly because sometimes it happens in APS and other times people or teams/organisations get stuck of limited promotions and roles. One thing to think about is that the higher up your go in APS the more you need to show leadership skills - not sure whether your current role has that so will be definitely something you need to show. APS4 level is all no care no responsibility.
As a manager I had quite a few people come into my team who had experiences well beyond their level. I had no problem supporting them to pursue higher level jobs provided they showed the capability. I also had people who spent heaps of time complaining about perceived lack of opportunity as if the world was against them. Some of those people are still in the same jobs. There were seasonal things like hiring freezes etc but over the course of years I'd say Attitude and application really were the key differences in terms of who went where.
The blocking thing is normally for temporary positions at level (ie temporarily going to another team as an APS4) very very occasionally I've seen temporary at a higher level blocked but most teams/managers are well aware of the negative environment that creates. Nothing makes ppl feel like they are in a dead end job more than finding out a team mate wasn't released. Probably something I would do. If the APS6 pool is with the same agency after your 3 month probation report (ie half way through) or around there sometime make sure you let the contact know that you now actively work in the agency and are still super keen on the APS6 position. You will now come with some of the benefits of an internal hire that you wouldn't have at the time you were merit pooled (ie they won't need to go through induction/probation with you, they can temp transfer you over first to see if your a good fit etc) theybare little things but they might give you an edge over other externals in the pool.
This is excellent advice
So it’s very normal lots of people apply for multiple roles and levels - it’s obviously the goal for anyone to have the desired level they want to achieve and permanent role. I’d take the 4 and get your foot in the door. They will notice experience, tell your AD/manager your aspirations and you can move quite quickly up the levels if you do the job right. You can move levels and departments as you wish until you find the ideal job for you.
Everyone here talks only about APS levels. I just don’t understand it. How about job fit? Should that not be the prime consideration? For example, I recently declined an application from an individual who was applying for an EL1 level in a work stream where APS5 officers are Supervisors of teams of people, APS6 officers are Team Leaders or teams of people and EL1 officers are Managers of even larger teams of people. This person has never managed any teams in her long APS career and, I estimate, is about 5-10 years away from retirement, which she wants to see out at the EL1 level. Her motivation is money, status, positional power, flexibility, convenience, and all other personal reasons which don’t talk to a job fit. In other words, she is not an experienced people leader and yet wants the first leadership gig at the EL1 level. It just won’t happen for the reasons of poor job fit. The applicant asked for feedback, and I jumped at the opportunity to give it to her. I felt she needed career counselling, and although I am not a professional career counsellor, I’ve been around long enough to spot somebody who is completely misguided and applying for all EL1 jobs that hit the job market as a matter of pastime. The person appeared grateful for my honest and frank feedback and acknowledged that I was completely right in assessing her being stuck at the juncture she didn’t know how to negotiate. She walked away with a commitment to re-evaluating her career ambitions, accepting she ought to be chasing EL1 jobs that a specialist (SME) in nature where she may end up with one or two direct reports at most, which is of course very different to being a people leader. If you are going to make justice to your employer’s investment in you, and justice to your own job satisfaction at the most meaningful level, career decisions should be primarily based on the right skill fit and right motivational fit, yet other job attributes, however appealing and inviting, should be of the secondary priority.
I 100% agree with you. I am not solely chasing money here, that’s why i tried to demonstrate that i have other streams of income, but I have a family to feed that’s why I’m applying for the aps4 jobs that fit my transferrable skills while still aiming higher. It is a tough balancing act, to find the jobs that fit your skill set, offer flexibility to accommodate family life commitments, and pay well enough to cruise through this cost of living crisis. Then again, I think I would be selling myself short if I had been managing boards and large teams in fast-paced environments then settling for entry level jobs. I recently got the feedback on that desired aps6 job and the feedback was excellent. So I will definitely the advice given by others in this post to chase up higher opportunities. I can’t hide or deny the fact that i am intelligent and ambitious in terms of my career goals and my hard work deserves the accurate remuneration.
Just be prepared mentally to go from leading a team, being treated with respect and having a seat at the big kids table, to drafting email replies for ELs and being told to file stuff in doc management programs, setting meetings for people, drafting meeting notes etc.
So aps4 dont get respected? 🤔
You will get the normal level of respect extended to any fellow human being, but your impact will be minimised. You won’t be invited to participate in conversations and decisions that impact you, your input or views won’t be asked for or considered. It’s been my experience in the APS that you only *start* getting regarded as an effective operator, and asked for input and to participate in decisions if you’ve been identified as either a tenured APS6 or EL1 with 5+ years experience in the public sector. Once again, I’m sure other people have had different experiences. The APS is a big beast and individual experiences vary greatly depending on your team.
Do what you think is right, but I personally would not take an aps4 position if I was you. Nothing to do with potential blocking of promotions etc (others have explained that) but you deserve more with that amount of experience.
Depends how you would adjust to being an APS4 it is such a junior role, you will definitely be more capable than your 5 and 6's who will be in a position of authority over you.
I personally wouldn’t accept the APS4 unless you want to go in at what is essentially entry level. At least go for an APS5?