APS Salary Guide: APS Pay Levels Explained (APS1–EL2)

APS salaries are set by classification level, not by negotiation. Each level — from APS1 through to EL2 — carries a defined salary band with incremental steps. The classification you are offered depends on whether your application demonstrates the capability standard the panel is assessing. Understanding how APS pay levels work before you apply helps you identify the right roles to target and write selection criteria that meet the evidence threshold for that level.

For guidance on structuring selection criteria responses that meet a specific level's evidence standard, see how to write APS selection criteria.

Generate Your APS Selection Criteria Responses

Paste the job ad and describe your experience.

APS Selection Helper will generate structured STAR responses aligned to APS selection criteria.

You can preview the draft before unlocking the full version.

Generate Selection Criteria Draft →

What the APS Salary System Is

APS salaries are set by enterprise agreements negotiated separately by each agency. The Public Service Act 1999 provides the classification framework — APS1 through APS6, Executive Level 1 (EL1), and Executive Level 2 (EL2) — but the dollar amounts attached to each level are established at agency level.

This means salaries for the same classification can vary meaningfully between agencies. A Department of Finance APS6 and a small regulatory agency APS6 may sit at different salary ranges, even though the work level standards that define APS6 are consistent across the APS.

Within each classification, most enterprise agreements set multiple incremental pay points. Officers typically progress through increments annually, subject to satisfactory performance.

APS Pay Levels Explained (APS1–EL2)

The table below shows approximate salary ranges across APS classifications. These are indicative figures based on common enterprise agreement structures and should be verified against the specific agency's current agreement.

Classification	Approximate Salary Range	Typical Role Type
APS1	$49,000 – $57,000	Entry-level administrative support
APS2	$57,000 – $63,000	Administrative and clerical roles
APS3	$63,000 – $71,000	Operational and administrative positions
APS4	$71,000 – $80,000	Technical, regulatory, and program support
APS5	$80,000 – $91,000	Policy, technical, and coordination roles
APS6	$91,000 – $108,000	Senior operational and policy roles
EL1	$108,000 – $130,000	Team leader and program manager roles
EL2	$132,000 – $158,000	Branch manager and senior executive roles

EL1 and EL2 roles attract additional allowances in some agencies, including performance bonuses in agencies that operate performance-pay frameworks.

APS Salary Progression Within a Level

Most enterprise agreements provide for annual salary progression through incremental steps within a classification, subject to satisfactory performance assessment. This progression continues until the officer reaches the top of their classification's pay range.

Movement between classifications requires applying for a higher-level role through a merit-based selection process — there is no automatic promotion pathway in the APS. An officer at the top of APS5 who wants APS6 salary must apply for and be selected into an APS6-classified role.

The number of increment steps within a band varies by agency. Common structures include three to five pay points per classification. An officer who joins at APS5 step 1 may take four to five years of satisfactory performance to reach APS5 step 4 or 5, depending on their agency's agreement.

Weak vs Strong: How Evidence Determines Your Classification Offer

When a panel assesses an APS5 application, a response that demonstrates APS5-level capability will result in an APS5 offer. A response that demonstrates only APS4-level work — coordinating defined tasks rather than exercising independent judgement — may result in not being placed on the merit list at all.

Weak response (APS5 application):

I have supported policy development across a number of projects and have experience preparing briefs and coordinating with internal stakeholders. I work well in teams and can manage competing priorities.

This reads as APS3–4 level: reactive, task-based, no evidence of independent contribution.

Strong response (APS5 application):

As APS4 Project Officer in the Department of Home Affairs, I identified that our team's consultation approach was not capturing input from smaller regional stakeholders. I proposed a targeted email survey for the cohort, coordinated responses from 28 organisations, and prepared a summary brief for the director. Three of the regional submissions identified compliance risks that were incorporated into the final policy position.

This response demonstrates initiative, independent judgement, and a measurable contribution — the hallmarks of APS5 capability.

The quality of your selection criteria response does not determine your salary directly, but it determines whether you are offered a role at the level you applied for. See APS selection criteria examples for full examples across levels.

Example APS Salary Progression Scenario

An officer joins as APS5 Step 1 at $80,500. Their agency's enterprise agreement provides annual increments of approximately $2,500, subject to satisfactory performance. Over four years, they reach APS5 Step 5 at approximately $91,000. At this point, further progression requires successfully applying for an APS6 role.

The officer applies for an APS6 position advertised at $91,000–$108,000. Their selection criteria responses demonstrate APS6-level capability — independent risk assessment, stakeholder management, and strategic contribution. They are selected and offered APS6 Step 1 at $92,000. Annual increments through the APS6 band then apply, again subject to satisfactory performance.

APS vs Private Sector Salaries

APS salaries are generally positioned below equivalent private sector roles at the mid-to-senior level, but the APS total employment value includes components that make comparison less direct:

Defined salary increment progression without salary negotiation
Employer superannuation contributions typically set at 15.4% of base salary under the Public Sector Superannuation Accumulation Plan (PSSap)
Flexible working arrangements and non-commercial leave entitlements
Employment stability under the Public Service Act

The 15.4% superannuation rate represents a significant advantage over the statutory minimum. At an APS6 salary of $100,000, this translates to $15,400 in employer super contributions per year, compared to approximately $11,500 at the statutory rate as of 2024–25.

Senior roles at EL1 and EL2 attract salaries that are broadly comparable to director-level positions in large state government agencies, though below equivalent private-sector management roles in competitive industries.

If You're Preparing an APS Application

Your classification — and therefore your salary — is determined by the strength of your selection criteria response. Panels can only assess the evidence presented on the page.

APS Selection Helper generates structured drafts aligned to your job ad and experience.

Generate Selection Criteria Draft →

Frequently Asked Questions

Can I negotiate my APS salary when accepting an offer?

In most cases, no. APS salaries are set by enterprise agreement and tied to classification and increment step. Some agencies allow negotiation of the increment step within a classification — particularly for EL1 and EL2 roles — but this is not standard practice. If you have a strong market salary or specialist skills, it is worth asking, but accept that most agencies will offer the lowest increment step by default.

What is the APS6 salary range?

APS6 salaries typically range from approximately $91,000 to $108,000, depending on the agency and the number of increment steps in their enterprise agreement. The APS Work Level Standards define APS6 as requiring significant independence, risk management, and the capacity to influence across an organisation. To secure an APS6 role, your application must demonstrate these capabilities through specific examples. See the APS 6 selection criteria example article for a full example.

What is the EL1 salary in Australia?

EL1 salaries generally range from approximately $108,000 to $130,000, again varying by agency. EL1 roles typically involve leading a team, managing program delivery, and engaging with senior stakeholders. The classification carries a higher evidence expectation at application — particularly around leadership, risk, and organisational impact.

How does the 15.4% super rate affect total APS compensation?

The 15.4% employer superannuation contribution rate significantly increases the effective value of APS remuneration compared to private sector roles with statutory contributions. At a base salary of $90,000, the difference between 15.4% and the statutory 11.5% rate is approximately $3,500 per year in additional super contributions — over a 20-year career, this accumulates to a substantial difference in retirement savings.