Australian Public Service (APS) Employee Census
Our 2024 results and Agency Action Plan
About the APS Employee Census
Each year, all eligible Australian Public Service (APS) employees are invited to take part in the APS Employee Census which is a confidential survey of all eligible employees who are employed under the Public Service Act 1999. It typically runs over the month of May, closing in early June each year.
The Employee Census collects information on:
- health and wellbeing
- performance management
- leadership
- general impressions of the APS and the ABS as an employer
ABS Results
ABS results - 2024 APS Employee Census
ABS results - 2024 APS Employee Census
What do we do with our results?
We use our results from each year’s Employee Census to inform our people strategies, policies, and Agency Action Plan, and to track progress against our workforce initiatives. We discuss results with employees to identify their highest priorities for action through Team Action Planning (TAP). Teams are supported to implement actions locally, and we have a number of enterprise-wide people related initiatives underway to help us continuously improve our workplace.
Our Agency Action Plan
At the agency level, we are committed to taking actions across its workforce goals - guided by the themes that emerge from the results each year.
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Description
The image shows ABS’s Agency Action Plan. Based on the results from the 2024 APS Employee Census, employees recognise that the ABS is doing well in supporting and actively promoting an inclusive workplace culture, supporting each other to act with integrity and bring up problems and tough issues that impact psychological safety, and being customer focused by considering the people and businesses affected by what we do.
From the 2024 APS Employee Census results, we have identified four priority areas we are focused on improving. These are change, leadership, productivity, and capability.
For change, our people feel that change could be better managed at the agency level to make the change journey smoother and easier. To address this, the ABS will provide structured, timely and targeted change management communications which encourage open dialogue; develop and embed ABS change management principles, tools and resources; and showcase the extent to which innovation is part of ongoing change.
For leadership, our people are looking for clear and aligned communication from their SES leaders, shared regularly and in a variety of ways. To address this, the ABS will support SES to make best use of all available communication platforms to deliver timely and consistent messaging about ABS’ strategic direction and enterprise priorities.
For productivity, our people find navigating our changing technological environment challenging and want to know what to use, when, and how. To address this, the ABS will develop and embed guidance on best practice tools and systems for ABS Information management, communication and collaboration.
For capability, our people continue to seek dedicated time to develop and learn in a social and collaborative work environment. To address this, the ABS will design and deliver a range of development opportunities that strengthen our ability to work in a hybrid environment and enhance the in-office experience.
These are the four key priorities for the ABS for next 12 months. The ABS will track progress in these areas with a mid-year review.
2024 ABS Agency Action Plan
Need more information on the APS Employee Census?
More information on the APS Employee Census can be found on the Australian Public Service Commission’s website:
APS Employee Census 2024 | Australian Public Service Commission (apsc.gov.au)