In the context of the Australian Public Service (APS), a statement of claims refers to a document required as part of the application process for a government position (in addition to your government resume). It is a written response to the selection criteria outlined in the position description.
Each statement of claims should be tailored to the specific requirements of the position and should provide evidence of the applicant’s ability to perform the duties outlined in the job description. It is an essential part of the application process in the APS.
It is important to take into account both the APS Integrated Leadership System frameworks and the Work Level Standards when structuring your Statement of Claims.
The Integrated Leadership System
The APS Integrated Leadership System (ILS) is a framework focused on leadership capabilities within the APS. It outlines the leadership capabilities expected at different levels of the organisation, from entry-level roles to senior executive positions. The ILS helps identify and develop leadership skills and behaviours required for effective performance in leadership roles.
Work Level Standards
The APS Work Level Standards (WLS) provide a standardised framework for categorising roles across the APS. These outline the general expectations and duties for each classification level, with the highest function performed regularly determining the classification. It is important to ensure your statement of claims is pitched at the ‘right’ level, with examples reflective of the relevant classification level.
APS5 Role Profile
Employees at APS 5 level generally work under the broad supervision and guidance of staff at the APS6 or EL1 level. Employees may have responsibility for on-the-job coaching or management of lower level employees and may be responsible for managing employee performance, allocating work, and identifying training needs.
They undertake a broad range of job functions or roles and may be required to undertake procedural, clerical, administrative support or operational tasks. Employees may also be required to undertake specialist or technical research and analysis, and provide advice based on policies and legislation.
Staff may be required to communicate with a wide variety of internal and external stakeholders. The role may involve limited structured decision-making and longer-term planning. Employees would normally be responsible for organising their workflow and making independent decisions relating to the area of responsibility.
Independence and decision-making:
- The requirement to exercise autonomy while working under the limited direction and guidance of a more senior staff member
- Decision-making within defined parameters that requires some reliance on judgement, skills and knowledge and that may have an impact on outcomes for the work area, its internal and/or external stakeholders
Leadership and management responsibilities:
- The need to work as an effective leader or member of a team and to support lower level employees in achieving their goals
- Responsibility for the quality of work undertaken and decisions made by the team
- Provision of training to new team members and subordinate staff
Expertise:
- The conduct of specialist activities under supervision
- The provision of specialist advice to internal and external stakeholders that is supported by assistance and guidance from other experts
- The application of methodologies and the provision of advice informed by documented precedents and procedures
Representation, negotiation and liaison:
- The need to liaise and negotiate with both internal and external stakeholders
- A need to respond well and quickly to internal and external stakeholders, with an emphasis on the ability to communicate effectively
- The need to represent the organisation or work area in a range of forums
Strategic focus:
- Contributing to changes in workplace practices and business improvement strategies
- Responsibility for planning and achieving own and team work goals
- Responsibility for managing and organising work in the context of competing priorities
View the full APS5 Integrated Leadership System Role Profile.
Differences Between APS4, APS5 and APS6
While they may be subtle, there are some key differences between APS4, APS5 and APS6 roles.
APS4 roles tend to be more functional in nature, while APS5 and APS6 require more technical and specialist expertise.
APS5 and APS6 roles are required to provide policy and specialist advice. APS4 should participate in strategic planning, but APS4 and APS5 are required to develop objectives for both short and longer-term initiatives.
APS6 tasks tend to be more complex than APS4 and APS5, which are deemed moderately complex. APS6 require a more in-depth understanding of and compliance with relevant legislation and policy frameworks.
While all have some opportunity for autonomy, APS6 tend to have more opportunity to interpret policies and make decisions while APS4 and APS5 tend to work under more guidance. While APS4 and APS5 are expected to respond to stakeholder issues, APS6 should anticipate them. All may have some leadership or coaching responsibilities.
Here are some specific ways these roles differ, according to the Work Level Standards:
Results:
APS4
“Complete allocated tasks, monitor work flow and review work of less experienced employees”
APS5:
“Accountable for tasks and decisions. Support less experienced employees to achieve goals by providing guidance and quality assurance.”
APS6:
“Set priorities and ensure quality of outputs for the work area.”
Legislation:
APS4:
“Have a good understanding of relevant legislation and policy frameworks”
APS5:
“Maintain a well-developed understanding of relevant legislation and policy frameworks”
APS6:
“Have an in-depth understanding of and compliance with relevant legislation and policy frameworks”
Guidance:
APS4:
“Works under general direction. Exercises some discretion with respect to how procedures and guidelines and interpreted and applied”
APS5:
“Works under limited direction and makes independent decisions relating to an area of responsibility”
APS6:
“Works under limited direction with opportunity for autonomy and accountability in interpreting policy and the application of practices and procedures”
Writing Your APS5 Statement of Claims
Length
The length requirements for your application will be specified in your application documents. Often, you will be asked for an 800 word Statement of Claims, though sometimes it can be more or less, so read the guidelines carefully.
Structure
You should start with an opening paragraph providing a quick summary of your suitability for the role, and expressing your interest. There is no need to address your statement to anyone. You can then include some of your top achievements, reflecting the APS5 ILS and WLS, using the STAR format. You can conclude with a closing paragraph summarising your interest and eagerness for an interview, as you would in a normal cover letter.
As a rough guide, your statement should include:
Opening paragraph: 10%
STAR examples: 80%
Closing paragraph: 10%
APS5 Statement of Claims Opening Paragraph:
Here is an example for an APS5 Executive Assistant role:
“As an accomplished executive assistant with a diverse professional background, I am excited to apply for the Executive Assistant position. With proven expertise in managing executive offices, including proficient diary and inbox management, I am well-equipped to support your team effectively. My excellent written and verbal communication skills, honed through years of interfacing with diverse stakeholders, enable me to communicate with influence both internally and externally. Additionally, my ability to quickly grasp complex concepts, coupled with a keen interest in parliamentary processes, positions me as a valuable asset ready to contribute to the objectives of the OAIC.”
APS5 Statement of Claims STAR Example
“In my previous role as a Communications Coordinator for a non-profit organisation, effective communication was paramount in ensuring the success of various initiatives. One of my primary responsibilities was to develop and disseminate communication materials to stakeholders, including donors, volunteers, and the general public. This involved crafting compelling written content for newsletters, press releases, and social media platforms, as well as delivering engaging verbal presentations at fundraising events and community meetings. I implemented a strategic approach to communication by conducting thorough research on target audiences and tailoring messaging to resonate with their interests and preferences. Utilising my excellent written communication skills, I revamped the organisation’s newsletter format, resulting in a 20% increase in email open rates and a 15% rise in click-through rates within three months. Additionally, I honed my verbal communication skills by participating in public speaking workshops and consistently delivering impactful presentations that garnered positive feedback from attendees. The organisation experienced heightened engagement and increased support from stakeholders. Donor retention rates improved by 10%, and volunteer recruitment saw a 25% boost compared to the previous year. The measurable impact of my communication strategies underscores my ability to effectively convey messages and drive meaningful outcomes.”
APS5 Statement of Claims Closing Statement:
“Thank you for considering my application for the Executive Assistant position. I am eager to bring my diverse skill set and proven track record of success to your team at the OAIC. With my strong communication skills, experience in managing executive offices, and quick adaptability to complex environments, I am confident in my ability to contribute effectively to your organisation. I look forward to the opportunity to discuss how my qualifications align with the needs of the role in further detail.”
We hope this has helped you understand what a statement of claims is, and how to write yours. If you need assistance writing your application, our expert selection criteria writers are available. Contact us for a quote.
