When applying for a WA Government job, applicants are often asked to submit a cover letter that highlights their experience, skills, and capabilities in relation to both the core competencies outlined in the Public Sector Commission’s Leadership Expectations and the role-specific requirements listed in the position Role Statement. Below, we outline these PSC Leadership Expectations, explain how to address them, and provide an example of a two-page cover letter structured to meet the requirements.

Understanding the PSC Leadership Expectations

The Public Sector Commission’s Leadership Expectations framework outlines seven leadership contexts that describe the varying scales and complexities of leadership roles in the Western Australian public sector. These contexts help define the expectations for leadership behavior and decision-making based on the scope of influence and responsibility.

The 7 Leadership Contexts

1. Team Member
   • Focuses on contributing to team outcomes and supporting colleagues.
   • Demonstrates leadership through collaboration, initiative, and accountability in their role.
2. Team Leader
   • Leads a single team or unit, managing performance and fostering a positive team culture.
   • Develops team members, coordinates tasks, and ensures alignment with organizational goals.
3. Multiple Team Leader
   • Oversees multiple teams or units, ensuring collaboration across them.
   • Balances competing priorities and integrates efforts to achieve larger organisational objectives.
4. Area Leader
   • Manages a specific functional area or division within an organisation.
   • Responsible for delivering significant outcomes and aligning the area’s work with broader strategic goals.
5. Multiple Area Leader
   • Leads several functional areas, often requiring cross-departmental or cross-agency collaboration.
   • Focuses on high-level strategy, navigating complexity, and delivering outcomes across diverse areas.
6. Organisational Leader
   • Oversees the entire organisation, setting the vision and driving its strategic direction.
   • Accountable for achieving organisational outcomes, managing risks, and building external relationships.
7. Sector Leader
   • Influences policy, strategy, and outcomes across the broader public sector or industry.
   • Works at the highest level of leadership, shaping systemic change and driving state-wide or national priorities.

The 7 Leadership Behaviours

The Public Sector Commission’s Leadership Expectations outline seven key mindsets and behaviours that define effective leadership within the public sector.

1. Lead Collectively
   • Build and maintain relationships across teams, departments, and external stakeholders.
   • Foster collaboration, share knowledge, and work together for the collective good.
2. Think Through Complexity
   • Analyse complex and ambiguous situations critically and effectively.
   • Balance risks, impacts, and long-term outcomes when making decisions.
3. Dynamically Sense the Environment
   • Stay in tune with social, political, and environmental trends that affect the work.
   • Anticipate and respond to the needs of stakeholders and the broader community.
4. Deliver on High-Leverage Areas
   • Focus on priority areas that create the most value and impact.
   • Display determination, resilience, and a results-driven mindset to achieve outcomes.
5. Build Capability
   • Develop individuals and teams by sharing knowledge and fostering growth.
   • Advocate for diversity and inclusion while building a culture of continuous improvement.
6. Embody the Spirit of the Public Service
   • Lead with integrity, humility, and a deep commitment to public service values.
   • Act in the interest of Western Australians, demonstrating empathy and professionalism.
7. Lead Adaptively
   • Embrace change and adapt leadership approaches to suit different challenges and contexts.
   • Continuously seek self-improvement, building awareness of personal strengths and areas for growth.

When applying for roles or assessing leadership capabilities, the leadership context provides a guide for evaluating the required scale of leadership. For example, a Multiple Area Leader role demands leadership across diverse areas and a focus on strategic, high-impact outcomes. This ensures alignment between individual capabilities and the role’s expectations.

Addressing the PSC Leadership Expectations in Your Application

Applicants are often requested to address the Leadership Expectations as part of their application. For example, an application may request (in addition to a CV), something like this:

“Please supply a maximum two-page written cover letter highlighting your experience, skills and capabilities as they relate to the role – please draw upon the attached position Role Statement particularly the core competencies (Public Sector Commission’s Leadership Expectations) and essential role-specific requirements.“

This means you need to prepare detailed examples that highlight your relevant experience. These examples should be in the context of the role, and the outlined role-specific requirements.

WA PSC Leadership Expectations Cover Letter Example

Here’s an example of a cover letter tailored to a Multiple Area Leader role (Director of Revenue and Intergovernmental Relations). The letter uses the STAR format to highlight relevant experiences that align with the core competencies and role-specific requirements.

[Your Name]
[Your Address]
[Your Email Address]
[Your Phone Number]
[Date]

Selection Panel
[Hiring Agency/Department Name]
[Address]

RE: Application for Director Revenue and Intergovernmental Relations

Dear Selection Panel,

I am excited to apply for the position of Director Revenue and Intergovernmental Relations. With a strong background in fiscal policy, strategic leadership, and intergovernmental negotiations, I bring a track record of driving outcomes that align with the needs of Western Australians. Below, I highlight how my experience, skills, and values meet the role’s core competencies and essential requirements.

As the lead advisor for a State Government budget reform project, I worked with multiple agencies to develop a streamlined taxation policy. My role was to coordinate input from cross-functional teams, including Treasury, Revenue, and Legal departments, to align on a unified strategy. I organised weekly inter-agency meetings to ensure clear communication, facilitated workshops to address key challenges, and negotiated consensus among stakeholders. The reform was implemented ahead of schedule, resulting in a 15% improvement in tax compliance and fostering stronger inter-agency collaboration.

During the 2022 fiscal year, I was tasked with leading a review of mineral royalties amid fluctuating commodity prices. The goal was to recommend adjustments that balanced fiscal sustainability with maintaining WA’s competitiveness in the mining sector. I conducted scenario analyses, consulted with industry leaders, and evaluated the potential impacts of policy changes on state revenues and economic growth. The revised policy framework secured $200 million in additional revenue over three years while ensuring industry support.

Representing WA in a national Council on Federal Financial Relations meeting, I identified emerging risks related to proposed GST distribution changes. I needed to advocate for WA’s interests while addressing concerns from other states and federal counterparts. I prepared evidence-based briefing notes, built coalitions with like-minded states, and presented a compelling case grounded in economic analysis. The council adopted key elements of WA’s proposal, preserving $1.2 billion in state funding over five years.

As a senior advisor, I managed a team tasked with reviewing federal funding arrangements for health services. Our objective was to negotiate increased funding to address rising demand in rural areas. I prioritised rural stakeholder engagement, conducted cost-benefit analyses, and developed strategic recommendations for federal negotiations. The negotiation secured an additional $150 million for WA’s rural health services, enhancing access for underserved communities.

Leading a newly formed intergovernmental relations team, I identified gaps in policy knowledge and negotiation skills. My objective was to build the team’s capacity to deliver on complex fiscal policy objectives. I introduced mentoring programs, organised training on policy development, and established a knowledge-sharing platform. Team performance improved significantly, with 80% of members reporting increased confidence in their roles, and two team members earning promotions within 18 months.

During the COVID-19 pandemic, I led a task force addressing fiscal challenges impacting vulnerable communities. The goal was to develop equitable financial relief policies while maintaining budget integrity. I engaged with community leaders, ensured transparency in policy design, and championed inclusive decision-making processes. The policies provided $50 million in targeted support, benefiting over 100,000 households and demonstrating the government’s commitment to public welfare.

Transitioning from a corporate finance role to the public sector, I needed to adapt my leadership style to meet the unique demands of government operations. My focus was on building relationships with diverse stakeholders and navigating complex regulatory frameworks. I sought feedback, tailored my approach to different audiences, and embraced continuous learning to enhance my effectiveness. Within six months, I successfully led a cross-departmental project, earning recognition for my adaptability and leadership.

My ability to lead collaboratively, think strategically, and deliver results aligns with the core competencies and role-specific requirements for this position. I look forward to the opportunity to bring my expertise and passion for public service to the role of Director Revenue and Intergovernmental Relations.

Thank you for considering my application. I would welcome the opportunity to discuss how I can contribute to the Department’s goals.

Yours sincerely,
[Your Name]

Key Takeaways

1. Structure Matters: Use the STAR format to provide concrete examples of how you meet the core competencies and role-specific requirements.
2. Tailor Your Content: Align your experiences with the specific duties of the role, showing your ability to deliver value.
3. Be Concise and Impactful: Keep your cover letter within the specified page or word limit, focusing on achievements that demonstrate leadership and expertise.

By following this approach, you can craft a strong application that highlights your suitability for WA Government roles.

Need help writing your application and addressing these PSC Leadership Expectations? We can help.

We’ll be with you at every step of the way – from providing advice on your suitability for a role/ level, to helping you identify suitable examples for your application, through to writing your application so you can be ready to submit. Contact us for a quote.