Adriana Modersitzki
Australia’s 2025 federal election saw the Australian Labor Party (ALP) secure a renewed term in office, increasing its majority in Parliament. For professionals within or eyeing a position within the Australian Public Service (APS), what does this mean for your career?
During the campaign, APS staffing levels were a hot topic. The Coalition had proposed reducing the Commonwealth public service by 41,000 positions through natural attrition and a hiring freeze, targeting non-frontline roles and Canberra-based departments. In contrast, Labor indicated that current staffing levels are largely appropriate and that maintaining (and in some cases increasing) the workforce is necessary to uphold service quality. Post-election, the government confirmed plans to expand staffing in agencies such as the National Disability Insurance Agency and the Australian Taxation Office, with approximately 1,000 new staff for each. Mr Albanese also reaffirmed the government’s focus on rebuilding departments long considered under-resourced, highlighting the Department of Veterans’ Affairs and the Department of Aged Care.
This election outcome will also see the continuation of the APS reform agenda. For those already working in government, or keen to secure a public sector job, it’s time to understand what’s shifting, and how to best position yourself accordingly.
Here’s what public servants and APS hopefuls need to know.
A clear majority typically brings with it certainty, and that matters in public sector recruitment. The ALP has signalled ongoing investment in public services and projected continued growth in APS workforce numbers. Pre-election budget forecasts for 2025–26 estimated the APS would grow to approximately 213,349 staff, with emphasis on service delivery roles.
This contrasts with the Coalition’s plan to reduce the APS by 41,000 positions over five years, primarily via natural attrition. The plan targeted non-frontline, Canberra-based roles while excluding military and reserve personnel.
Not all areas of the APS will grow equally. If you’re looking to break into the public service or progress internally, you should be tracking where the government is placing its focus (and where the spending will follow). Departments responsible for housing affordability, energy transition, aged care reform, Indigenous policy, and skills development are likely to see sustained or increased investment based on election commitments and the trajectory of existing programs.
These portfolios align with Labor’s stated priorities and are expected to open up hiring across APS 4 to EL2 levels.
Since taking office, the government has made headway on reforms such as improved gender equity under the ‘Secure Jobs, Better Pay’ legislation (passed in 2022) and expanded regional service delivery. But the broader reform agenda remains ongoing.
Significant work remains in implementing the recommendations of the 2019 Thodey Review. These include improving strategic workforce planning, boosting digital and data capability, and strengthening the bridge between policy design and frontline service delivery. The current climate may accelerate action in these areas.
For public servants, this translates to a growing need for cross-agency collaboration, continuous learning, and working in agile, multidisciplinary environments. For job seekers, it means highlighting capabilities that reflect the evolving shape of the APS, particularly adaptability, stakeholder engagement, and systems thinking.
Financial pressures remain high, with forward estimates suggesting potential deficits of up to $70B annually if current expenditure trends continue, according to The Australian.
This may lead to cautious or staggered recruitment in some departments. For job seekers, this means being strategic and persistent. We suggest being flexible in the types of roles you apply for and being patient through slower recruitment cycles.
Digital capability is now considered foundational across the APS, as agencies continue to modernise and reshape how work is delivered. The rollout of generative AI tools like Microsoft 365 Copilot across more than 50 government agencies is supporting meeting summaries, email drafting, and information synthesis in real-time. Digital literacy alone isn’t enough. Public servants are expected to develop fluency in using these tools effectively, ethically, and strategically. Those who invest in understanding and integrating AI into their work will be better positioned to lead, adapt, and stay relevant in an evolving workforce.
Now is the time to realign your development with future needs. Ask yourself: does your skillset match where the APS is going? Can you proactively seek training in areas like data analysis, cultural capability, or program design? Or take on stretch projects that connect you to reform efforts or digital delivery models? Don’t overlook secondments or temporary transfers. These are increasingly used to build capability, respond to emerging needs, and keep talent engaged.
Digital fluency is just as critical for external applicants. With AI tools like Copilot being integrated and agencies like the Digital Transformation Agency (DTA) leading coordinated reforms across the APS, candidates who can engage confidently with these systems (or who are curious enough to learn) will be better placed to step into high-demand roles. Even if you’re not in a technical role, your ability to engage with reform, navigate systems, and contribute to modern service delivery will set you apart.
If you’re transitioning from the private sector, now is the time to assess where your capabilities intersect with government priorities. With upcoming investment in areas such as aged care, energy transformation, digital service delivery, First Nations policy, and workforce development, applicants who can show relevance to these spaces will stand out. Focus not just on APS values, but on how your skills support uplift, transformation, and program delivery in these growth areas.
If you’re unsure whether to apply at the EL1 or EL2 level, we’ve explored that in more detail in our dedicated blog series Private to Public: What Level Should You Apply For? Understanding the responsibilities, scope, and behavioural expectations at each level can help you position your experience more strategically.
Whether you’re applying for a short-term contract or an ongoing role, demonstrate your readiness to contribute in complex, multidisciplinary environments. Consider training in priority policy or delivery areas, and above all make sure you invest time in understanding how classification levels work and how the APS defines merit.
For current APS employees, internal talent mobility is increasingly central to workforce planning. Agencies are drawing from internal registers, cross-agency programs, and upskilling pathways to develop and deploy their workforce.
For jobseekers, merit pools, graduate programs, and short-term contracts often feed into these internal pipelines. Even if your first role isn’t permanent, it could be the entry point to a long-term career.
The APS is continuing to refine its recruitment practices. Across many departments, we’re seeing a shift away from lengthy statements of claims toward shorter, sharper pitch formats, particularly at the EL1 and EL2 levels. Defence, for example, has been using 600-word pitches for some time, and two-page statements are far less common across the board.
This shift means candidates have less space to communicate their value, which places greater emphasis on the examples they choose and how those examples are structured. A strong application isn’t just well-written, its strategically framed. Because this is what we do every day, we have a clear view of where the trends are heading and what makes a pitch land well. Of course, our clients benefit from that insight.
We’ve also noticed that at the SES level, panels are increasingly seeking insight into your leadership motivation and strategic alignment. It’s not just about what you’ve done, but HOW you lead, WHY you lead, and how your values and intent align with the culture and future direction of the agency. At this level, cultural fit and executive presence matter, and these days that needs to come through in the written component as much as in interview.
The 2025 election may not have changed the party in power, but it did reaffirm a direction that prioritises reform, investment in services, and capability uplift. Whether you’re inside the APS or looking to break in, there’s real value in understanding how this environment could shape your next step, and ensure you are preparing accordingly.
If you’re not sure how to tailor your documents or tell your story in an APS-ready way, we specialise in this space. Whether you’re refining your resume, writing a compelling pitch, or navigating a career transition, our team can help you present your best public-sector-ready self. Our team supports APS jobseekers across Canberra and nationally with tailored resume and selection criteria support for APS, EL1, EL2 and SES-level applications. You can find our FAQ here, our fee structure here, and our contact form here.
Information current as of May 2025. For the latest APS announcements, refer to the Australian Public Service Commission or relevant agency updates.
