Summary
The Australian Public Service (APS) Employee Census is an annual survey sent to every APS employee in Australia and overseas. The survey provides insights into employees’ views about their agency, workplace issues, and the APS overall. The results equip agencies with valuable insights to identify areas for improvement.
This year, 92% of employees (1,021 of 1,112 people) completed the 2024 APS Employee Census.
APS Employee Census results cover:
- employee engagement
- leadership
- communication and change
- workplace conditions
- inclusion
- innovation
- wellbeing
- performance
- retention
- unacceptable behaviour
- demographics.
Key findings
Our staff continue to express a strong commitment to Austrade and belief in our mission and purpose. Of those who responded:
- 95% felt Austrade has a diverse and inclusive culture
- 93% understood how their role contributes to achieving an outcome for the Australian public
- 93% understood their role in delivering Austrade's strategy.
Most staff expressed positive views about:
- the workplace environment
- diversity and inclusion
- their immediate supervisor.
2024 agency-level action plan
Australian Government agencies develop action plans to address key themes raised in the annual APS Employee Census. Since 2023, agencies are required to publicly release these action plans alongside their agency-level results. This ensures greater openness and transparency.
Austrade’s 2024 APS Employee Census results and agency-level action plan have been reported to the Austrade Executive. Areas identified to be addressed for further improvement are below.
Leadership
- Performance: Implement the SES Performance Leadership Framework to strengthen ‘how’ our SES deliver outcomes.
- Communication: Build executive engagement to increase visibility and demonstrate leadership collaboration and values in action.
Positive workplaces
- Vision: Continue to deliver a clear organisational strategy that enables staff to see themselves reflected.
- Safe: Ensure our workplaces continue to be inclusive of all and free from bullying and discrimination.
Workload and wellbeing
- Workload prioritisation: Continue to reduce layers of decision making and promote healthy workloads via individual workplans that reflect resourcing levels and align with organisational strategy and government priorities.
- Wellbeing: Continue to support the wellbeing of our employees and their ability to balance work with other priorities.