Obtaining an Executive Level 1 (EL1) position within the Australian Public Service (APS) is a significant career milestone. At this level, roles demand a high level of strategic thinking, leadership, and the ability to manage complex projects and teams effectively. Below, we provide a detailed EL1 application example and key points to guide you through the process.

Key Documents and Information to Reference in Your Application

• The type of response required. I.e. are they requesting a pitch, statement of claims, cover letter or response to targeted questions? You will need to carefully review the application guidelines and ensure your response hits the mark.
• The role description, organisation, and job context.
• The Integrated Leadership System (ILS) and Work Level Standards (WLS), specifically for EL1 level.

This information is all taken into account in our below EL1 application example.

Integrated Leadership System (ILS) for EL1

The move from APS6 to EL1 is a significant one. EL1 is considered an executive role, where APS6 is still operational. There are several key changes to the ILS at EL1 level when compared to APS 1-6, and this is what you will need to demonstrate in your written application:

• You will not just ‘support’ strategic thinking, you will need to actively shape it.
• You will not just ‘support’ productive relationships, you will need to cultivate these.
• You will exemplify personal drive and integrity, not just ‘display’ it.

There are several other key changes at the EL1 level:

Shapes strategic thinking (note the difference here between APS1-6 which is ‘supports strategic thinking’)

• You align activities with the organisation’s (Minister’s/ CEO’s) objectives and considers the long-term impact of work.
• You undertake systematic analysis, draw accurate conclusions, breaks through problems, and exploring innovative solutions.

Achieves results

• You focus on identifying opportunities for continuous improvement and key talent to support performance.
• You capitalise on the expert knowledge and skills of others.
• You establish clear plans for project implementation, outlining specific activities, and steer and assist others during change.

Cultivates productive working relationships (note the difference here between APS1-6 which is ‘supports productive relationships’)

• You build and sustain relationships with a network of key people both internally and externally.
• You facilitate cooperation and partnerships between others.
• You empower others by delegating tasks, and provides constructive, objective feedback to achieve resolution.

Exemplifies personal drive and integrity (note the difference here between APS1-6 which is ‘displays personal drive and integrity)

• You provide impartial and forthright advice on important, challenging issues and stand by your position when challenged.
• You focus on achieving objectives despite criticism or setbacks.

Communicates with influence:

• Use a high level of sophistication in structuring complex written and oral communication for diverse audiences.
• You tailor communication strategically to different audiences and ensure deep understanding of others’ views.
• You approach negotiations with a strong grasp of key issues, anticipating others’ position to frame arguments effectively.

You’ll note these points are specifically referenced in our below EL1 application example.

Work Level Standards for EL1

Some of the behaviour you will need to demonstrate in your application includes:

• You demonstrate expertise across diverse activities relevant to various program areas.
• You set strategic direction aligned with agency goals, integrating long-term planning.
• You innovate by generating new ideas, approaches, and strategies, implementing business improvements.
• Represents the agency and articulates its perspectives in cross-agency meetings and forums.
• Builds team capability through coaching, performance feedback, conflict resolution, and career development encouragement.
• Decisions have a high level of impact on the functional area and the potential to impact more broadly on agency operations and externally.

Notice how we include this information in our examples in our below EL1 application example.

EL1 800 Word Cover Letter – HR Operations Advisor

This role requested:

• A brief cover letter (maximum 800 words) outlining what you will bring to this role.

Note, after talking with the contact officer, the officer emphasised a few key issues critical for success in this position (note this information was not mentioned in the online application documents!):

• Change Management and Adaptability: The organisation is undergoing significant organisational changes, including the implementation of a new Enterprise Agreement and updates to its HR systems. The ability to manage and adapt to these changes smoothly, while ensuring staff buy-in and minimal disruption, is crucial.
• Union Relationships and Negotiations: Given the active involvement of unions in the organisation’s workplace relations, it is essential to maintain strong, positive relationships with union representatives. Navigating negotiations and resolving disputes amicably are vital aspects of the role.
• Compliance with ISO 45001:2018: Ensuring that the organisation’s WHS management system conforms to the requirements of ISO 45001:2018 is a high priority. Understanding and applying these standards, along with maintaining rigorous compliance, are necessary for this position.

Dear Linda Howe and Selection Panel,

With extensive experience in HR operations, a strong background in developing and implementing HR strategies, and a keen ability to resolve complex people issues, I am eager to bring my skills to support the Department of H’s focus on implementing significant workplace change, ensuring compliance with ISO 45001:2018 and maintaining effective relationships with key stakeholders including union representatives.

With over 10 years of experience in Human Resources, I have honed my skills in managing organisational change, navigating complex union negotiations, and ensuring strict compliance with ISO standards. I am drawn to this role because it offers the combination of leading a team while making a meaningful difference in ISO compliance and cross-agency collaboration.

I led a major restructuring process whilst at Department of B, designed to improve efficiency and reduce costs, which involved potential job redundancies. I developed a comprehensive communication plan that involved multiple channels and formats to ensure clear and effective messaging. For senior management, I provided detailed briefings and data-driven presentations to outline the need for restructuring and its anticipated benefits. For employees, I organised town hall meetings and one-on-one sessions to address their concerns and provide support resources. For union representatives, I prepared thoroughly by anticipating their likely positions and concerns, and framing our arguments to highlight the benefits of the restructuring, the lack of alternative options, as well as strategies to manage the impact on employees. The restructuring process proceeded smoothly with minimal resistance, and the organisation achieved its efficiency goals while maintaining positive relationships with the union and employees.

At X, I led the compliance initiative for our WHS management system, conducting audits and implementing corrective actions to achieve ISO 45001:2018 certification. This initiative was part of our CEO’s broader strategic agenda to position the company as a leader in safety standards within our industry, thereby enhancing our reputation and competitive edge. Understanding the critical importance of this certification to our CEO’s strategic vision, I undertook a systematic analysis of our existing WHS processes, identifying gaps and areas for improvement. Drawing accurate conclusions from the audit data, I developed a detailed action plan that included innovative solutions to address identified issues. I organised cross-functional working groups that included members from the WHS team, operations, and external consultants. These groups met regularly to discuss progress, share insights, and address challenges collaboratively. I empowered team members by clearly delegating tasks based on their expertise and providing constructive, objective feedback during regular check-ins. I also established a feedback loop where team members could voice concerns and suggest improvements, ensuring that everyone was engaged and committed to the project’s success. The implementation of these corrective actions resulted in our successful certification for ISO 45001:2018, directly supporting our CEO’s strategic vision.

At X, we identified a need to enhance our talent pipeline and promote a more inclusive workplace to meet our long-term strategic goals. I led the development and implementation of a comprehensive talent management program aimed at identifying and nurturing high-potential employees. This involved systematic analysis of workforce data to identify talent gaps and areas for development. Rather than relying solely on traditional recruitment methods, which in the past had been unsuccessful, I implemented an advanced predictive analytics tool to identify potential talent both within and outside the organization. This approach allowed us to proactively address future workforce needs and strategically fill critical roles before they became vacant. Additionally, I spearheaded a diversity and inclusion initiative, collaborating with cross-functional teams to design policies and programs that promoted a diverse and inclusive work environment. One unique strategy I introduced was the creation of an internal diversity council comprising employees from various levels and departments. This council not only provided valuable insights and feedback but also acted as ambassadors to promote inclusivity throughout the organization. By presenting clear, data-driven arguments and engaging key stakeholders, I was able to secure the necessary support and resources to drive these initiatives forward. The talent management program successfully identified and developed key talent, resulting in a more robust leadership pipeline and improved employee retention rates. The diversity and inclusion initiative led to a more inclusive workplace culture, evidenced by increased employee engagement and a higher representation of diverse groups in leadership roles.

By leveraging effective communication and training strategies, I will ensure smooth adaptation to new systems and agreements, while my collaborative approach will strengthen union partnerships and facilitate amicable negotiations. My commitment to rigorous compliance and continuous improvement will uphold our WHS management standards. I am confident in my ability to contribute to our strategic workforce planning and drive our organisation towards its goals with resilience and adaptability. Thank you for considering my application.

Your Sincerely,

John Keene

Whether your EL1 application is requesting a pitch, cover letter, statement of claims or something else, the above EL1 application example provides the type of response you will need to provide.  We hope it has been helpful.