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Integrated Leadership System
Frequently asked questions about the ILS
These questions and answers will be updated and added to regularly. Please email ILS@apsc.gov.au if you have any questions that are not covered here.
My role seems to include some of the behaviours identified for the levels above mine. Does that mean that my current role is not correctly classified?
No. There will always be differences in the complexity of responsibilities depending on agency location, size and context.
Staff in small agencies where resources are limited may find that some of their responsibilities have a broader impact than the roles of same level colleagues in larger agencies. For example an EL2 in a small agency may be required to 'align business unit activities with strategic priorities', while the Leadership Pathway describes that as a capability for an SES Band 1. Similarly, an EL2 in a large agency may have a role that does not have the breadth of responsibility found in some roles at the same level in a smaller agency.
Agencies will adapt and interpret the ILS to suit their needs.
You have provided information on development options. Does my leadership development depend on participation in all of them?
No. The development options are provided as a guide/example only. They are intended to give you an idea of the variety of development options that might match your development requirements, and those of your agency.
Further information on development options which is updated regularly can be found at is currently being developed and will be available on the ILS site shortly.
There seems to be quite a strong and obvious build in capabilities for some levels, and not for others. Why?
That is correct. There are some capabilities where the behaviours are exactly the same, e.g. Communicates with Influence - Listens, understands and adapts to audience. It is entirely appropriate that staff at all levels display these behaviours.
However there are other capabilities that show an obvious build in behaviours, e.g. Shapes strategic thinking - Focuses strategically. In those behaviours there is a strong build in the longer term focus of the work, moving from taking responsibility for their own work at EL1 level through to 'balancing organisational requirements with desired whole of government outcomes at SES Band 3 level.
What is the difference between the comparative view of the Pathway, and the Individual Profiles?
They are simply the same information presented in two different ways
The Comparative View allows you to look at the behaviours for a particular capability for all the levels at the same time, i.e. APS 1 to SES Band 3.
The Individual Profile will allow you to look at all the descriptions and behaviours for all of the capabilities for a particular level, e.g. Executive Level 2.
My role does not reflect the mix of technical, management and leadership expertise as outlined in your APS Leadership Model.
The model recognises the need for a mix of technical, management and leadership capabilities in all roles.
The balance of these capabilities will be different for roles, locations and agencies. For instance, a Chief Scientist will always require a strong technical (scientific) focus, but there will also be a requirement for management and leadership as part of their role. An APS staff member working in a regional office may need to have a stronger management focus because they are supervising large numbers of staff, but will still need technical and leadership capabilities.
While the balance will change, all roles will require some element of leadership, management and technical abilities.
I work in a regional office. How can I find out more information on the ILS?
The staff of the Commission's regional offices will be able to provide you with information on the ILS.
Regional Commission staff can be contacted by going to www.apsc.gov.au/regional/
You can also email ILS@apsc.gov.au
Why do the Critical Transition Points only apply to some levels and not the others?
The behaviours are relevant to all levels, but research and focus group feedback have shown that they become critical where they identify a major difference in the roles i.e. where new behaviours have been introduced.
For example, all levels from EL1 to SES Band 3 are expected to 'display resilience'. However, it becomes critical at SES Band 1 level where the new behaviour 'monitors own emotional reactions' is introduced. That behaviour becomes the floor level for SES Band 1 staff and carries through to SES Band 2, and SES Band 3.
Is the self-assessment tool intended for use as part of formal performance appraisal processes?
No. The self-assessment tool is simply a way for individuals to examine their own development needs. The outcome may form an excellent basis for discussion with your manager as part of your personal development plan, or where you are interested in managing your own career development plan.
Will I have to read every behaviour for every level to understand what this is all about?
No, you can simply concentrate on those behaviours for your current level if you are not interested in seeking promotion at this point and are keen to become more effective at your current level.
However, it is recommended that you look at the document that provides you with an overview of how to work through the ILS as it will give you a good understanding of how the System works.
Will the ILS result in me having to do mandatory training in leadership, even though my role is technical?
The ILS is intended as a tool for individuals and agencies to use as part of their leadership development plans and programs. Agencies will use those parts of the System that best suit their requirements, and they will make the decisions on what their agency's training and development programs will consist of, and how it is intended to be applied.
