Applying for a government position at the APS 5 level can be daunting. One thing that can make your application stand out is effectively referencing the Integrated Leadership System (ILS). The ILS APS 5 framework outlines the essential capabilities and behaviors expected of candidates at this level. In this guide, we’ll walk you through how to integrate the APS 5 ILS into your application.

Use This 4-Step Method to Reference the ILS APS6 In Your Pitch or Statement

1. Understand the ILS APS 5 Framework

Before you begin your application, make sure you are familiar with the ILS APS5 framework. This framework outlines the core capabilities required at the APS 5 level, which include specific behavioural expectations under each of these categories:

Supports Strategic Direction

Achieves Results

Supports Productive Working Relationships

Displays Personal Drive and Integrity

Communicates with Influence

Understanding these capabilities will help you align your experiences and skills with the expectations for the role.

The ILS APS 5 framework can be daunting, and you may wonder how do you ACTUALLY reference it in your application, especially when only given a short amount of space?

2. Understand the Differences Between ILS APS 5, ILS APS 6 and ILS APS4

The key is in understanding the differences between APS 5 and those lower (i.e. APS 4) and higher (i.e. APS 6) roles.

APS4 roles involve moderately complex tasks with general supervision and some supervisory responsibilities, focusing on routine decision-making. APS5 positions handle more complex tasks with limited direction, often lead teams or projects, and provide expert advice, requiring advanced analytical and problem-solving skills. APS6 roles encompass highly complex tasks with significant autonomy, strategic decision-making, and substantial leadership responsibilities, including policy development and managing larger teams or projects.

These differences are documented by the APS (in a somewhat lengthy and complex document!) but we’ve summarised the main aspects that differentiate an APS5:

Supports strategic direction

• Understands how your daily tasks connect to the bigger goals of the organisation.
• Makes sure everyone knows why their work matters and the reasoning behind decisions.
• Stays on top of broader factors that might influence team’s objectives, and lets your team members know.
• Seeks out ways to creatively improve the way things are done if you believe it doesn’t fit with the broader organisational goals.
• Gathers information from various sources and uses past experiences to figure out what’s important and how to use it effectively.

Achieves results

• Regularly checks how projects are going and looks for ways to improve.
• Appreciates specialist knowledge and skills of others within the organisation.
• Sets clear plans and timelines for implementing projects.
• Ensures projects are finished, keeps an eye on progress, and manages priorities effectively.

Supports productive working relationships

• Builds and maintains positive relationships with stakeholders and clients. Quickly responds to any changes in their needs and expectations.
• Actively listens to staff, colleagues, clients, and stakeholders.
• Involves others, acknowledges their contributions, and shares information openly. Explores diverse viewpoints.
• Identifies opportunities for others to learn and delegates tasks effectively. Sets clear performance standards, give timely praise, and recognise good work.
• Always makes time for people and offer full support when needed. Provides constructive feedback and escalates under-performance when necessary.
• Acts as a strong representative of the organisation in internal forums.

Displays personal drive and integrity

• Offers unbiased and straightforward advice, standing by your position when challenged.
• Takes personal responsibility for meeting objectives and advancing work.

Communicates with influence

• Confidently presents messages in a clear, concise and articulate manner. Focuses on key points and uses appropriate, unambiguous language. Selects the most appropriate medium for conveying information, does not allow misunderstandings to linger.
• Approaches negotiations with a clear understanding of key issues. Understands the desired outcomes. Encourages the support of relevant stakeholders.

3. Brainstorm Examples that Address These Requirements, in the Context of the Role and Section.

Take some time thinking about some examples that best highlight your ability to perform the role. Make sure these examples are pitched at the required level.

4. Use the STAR or CAR Method to Structure Your Examples

The STAR (Situation, Task, Action, Result) or CAR (Challenge, Action, Result) method are effective ways to structure your responses in the application.

Here’s how you can apply it to reference the ILS APS5 capabilities:

Situation: Describe a specific situation where you demonstrated a particular capability.

Task: Explain the task you were responsible for in that situation.

Action: Detail the actions you took to address the task.

Result: Highlight the results or outcomes of your actions.

Example of an APS 5 Pitch Incorporating the ILS APS 5 Framework

Here’s an example for an APS 5 pitch for a Policy Analyst (notice how the wording from the ILS APS 5 framework is incorporated throughout).

In my role as a Policy Analyst at the Department of Health, we faced the challenge of aligning our health policy initiatives with new government priorities. I needed to ensure that our team’s daily activities connected to the larger strategic goals and that everyone understood the importance of their contributions.

I conducted a series of workshops to explain the new strategic direction, illustrating how each team member’s tasks fit into the broader objectives. I also set up regular briefings to update the team on external factors influencing our objectives. As a result, our team’s alignment with the new strategic direction improved significantly, leading to enhanced cohesion and a more focused approach to policy development.

We were tasked with implementing a new health initiative aimed at reducing the incidence of chronic diseases in remote communities. My responsibility was to set clear plans and timelines, monitor progress, and ensure the project’s successful completion.

I developed a detailed project plan with specific milestones and deadlines. I also set up a tracking system to monitor progress and held weekly meetings to review status and address any issues. The initiative was completed ahead of schedule and within budget, resulting in a 15% reduction in chronic disease cases in the targeted communities within the first year.

During the rollout of a new vaccination program, there was significant stakeholder resistance due to misinformation and lack of trust. I needed to build positive relationships with stakeholders and address their concerns promptly.

I organised a series of stakeholder engagement sessions to listen to their concerns, provided clear and transparent information, and involved them in the planning process. I also recognised and appreciated the specialist knowledge and contributions of my colleagues. Stakeholder support for the vaccination program increased, leading to a 25% higher participation rate than initially projected.

In one project, I encountered resistance from a senior manager regarding a new policy recommendation I was advocating for. I needed to stand by my recommendation and provide unbiased advice despite the pushback. I presented a well-researched case, including data and expert opinions, to support my position.

I maintained my stance while remaining open to feedback and discussion. The policy recommendation was eventually accepted and implemented, resulting in improved health outcomes and recognition from senior leadership for my integrity and persistence.

During a critical negotiation with a major health organisation, there were disagreements on key policy terms. I prepared thoroughly, focusing on key points and using clear, unambiguous language. I selected the appropriate medium for discussions and ensured continuous, transparent communication. The negotiation concluded successfully, with all parties agreeing to the terms, leading to a partnership that significantly advanced our health policy goals.

Demonstrate Adherence to APS 5 Work Level Standards

In addition to referencing the APS 5 ILS competencies, the Work Level Standards should also be incorporated in your application. Review your response to ensure your pitch meets required standards.

The APS 5 work level standards include:

• Offer professional and policy advice in your area of expertise.
• Take responsibility for your tasks and decisions, and help guide less experienced employees to reach their goals by providing support and quality checks.
• Keep a solid understanding of relevant laws and policy frameworks.
• Work independently with limited direction and make decisions related to your area of responsibility.
• Represent your work area or agency at meetings, conferences, or seminars.
• Identify training needs for your team and take part in performance management processes, including giving performance feedback.

By effectively referencing the ILS APS 5 and APS 5 work level standards in your application, you can demonstrate your fit for the role. Use the STAR method to structure your examples and explicitly link your experiences to the required capabilities.

Remember, we’re on hand to assist with any APS application. Contact us for a quote.

Good luck with your application!